Junel Dela Cruz

Case Study

The Outsider

Peter Movers Corporation was expanding its operation in its construction business and trading activities.
Most of the employees come from technically trained manpower due to the nature of work. The
management feel that they need to hire new and fresh executives to biff up the growing work force.

A nontechnical executive in the person of Roger Santiago was added to the working teams of managers.
He was assigned as assistant to the president and chief-executive officer. The work of Mister Santiago
covers analysis of manpower programs and cost related activities and to give advice to the president of
some management aspects that are not generally handled by line managers.

The appointment of Mister Santiago was not received well by older managers. They felt that insider
should have been placed instead as assistant to the president. Mister Santiago had difficulty getting
some important information from line managers, without the expressed orders from the president.
Nevertheless, Mister Santiago continued to prove his worth by instituting new work programs and
managerial activities that brought substantial improvement in the company operation and profitability.
He worked for management compensation systems that gave more benefits and produced more
dedicated manpower. He made a lot of improvements in system design and work improvement
programs.

Five years later, Mister Santiago was promoted to the position of vice president. During the period of
proving his managerial competence, managerial employees slowly began to like him as a person worthy
to the position. HI promotion to the position was well received by all.

Note: use the case analysis format

I. State the problems

Mr. Santiago is new to the company but already assigned as assistant to the president and
chief executive officer. Some employees think that it is somehow unfair because he is just
new to the company and his effectiveness, efficiency and credibility has not yet known. Also,
his ability to communicate and understand the information about work is still lacking. It is
unclear to everyone that someone new has a higher position, and those employees who
worked hard for years in the company is still not promoted.

II. Case facts

Peter Movers Corporation expanding its operation in its construction business and trading
activities that is why they hired Mr. Roger Santiago a nontechnical executive as assistant tox
the President and chief- executive officer since they need to hire new and fresh executive
for the growing work force. But then, older managers did not take it well because they felt
they been set aside by the company that insider should have been placed instead of Mr.
Santiago. Nonetheless, he continue to prove his worth that cause big improvements in
system design and work improvement programs. After five years, Mr. Santiago promoted as
 Vice president and because of his dedication and hard work employees sees and accept his
worth to the position.

III. Analysis/Hypothesis

Mr. Santiago was not received well by older managers. But he continued to prove that he is
worthy in his position. He brought a substantial improvement at the company. He made a
lot of improvements in system design and work improvement program. In the end he was
promoted in the position of vice president that can cause to improve well the programs of
the company. He was well received now by the older managers in the position of vice
president because he proved himself to them.

IV. Alternative Courses of Action

A company has well train employee and since the company is expanding the president
decided to hire new employee who is Mr. Santiago and added him to the team manager and
to the assistant of the president. But some team manager didn't want Mr. Santiago to be on
that position because they think that the president should hire other employee who is not
new in the company and is well trained unlike Mr. Santiago who is just new comer so that
Mr. Santiago had difficulty in communicating and getting information from the other team
manager on the other hand the president should have promoted a person who is already an
employee in the company to avoid conflict and if he just promoted an insider then maybe
the team manager will have a good relation to that person because he is not new in the
company. The company should have hired an employer who has a good credentials and
already proved his credibility inside the company. Also, the company should have let Mr.
Santiago adjust to his new work environment in order to have a good relationship with
other employee, and he can communicate well to the other employee, and in that way he
can prove his worthiness in the assigned position to him Lastly, the president should inform
that the outsider should not be in high position at first because that position is need to be
work hard and earned in the process rather than getting it easily.

V. Recommendation and Conclusion

I conclude that in one organization or company as a boss or president I should reconsider

the feelings of every employee, appreciate every skills that they have and make them feel
that they worth it by promoting them or get them in high position base on their
performance to avoid problem or conflict like that because my company is expanding I
immediately find hire the outsider employee and give him/her a high position. I should be
more wise and detailed in decision made for the people or employee to do well and the
company as well.
Have the positive attitude, character, and work ethic that inspires and elevates the raw
talent of others around you to new levels of achievement" — Ty Howard

Having a positive attitude is a baseline to happiness. It is the most important factor which
determines how a person spends his life, positivity promotes good habits, good habits
promote healthy living and healthy life is a happy life.

What do you think is the significance of forecasting in the human resources of the
organization?"

Human Resource Planning is the one of the most strategic functions of HR. In a nutshell it
begins with an analysis of people (capabilities/supply) and work (demand). You need to
match the supply to demand, and plan for how the demand is evolving. For example, begin
with this overly simplistic scenario: you are getting 2 new projects a month, and each project
needs 2 people. Then you need 4 people just to fulfill new demand. Various complications in
this process are that you can also have some churn (people leaving), growth/contraction in
older projects, and most importantly that not all people are the same. Further, people
change over time, for example, some salespeople will become sales managers at some point
in time, and some sales managers will become regional managers, etc, etc. Then, add on the
complications related to skill evolutions and training and you have a significant (and a very
critical and interesting) problem on your hands.

Human Resource Planning is the ultimate function to perform all of these planning activities.
To do a good resource planning exercise, your software tools need to have at a minimum:
centralized people database, people profiles, project resource allocations and resource
plans, prospective projects pipeline, training and skill database and performance history of
various people. Then, begin with gauging the current allocations, and allocations 6 months
to a year out. Then, based on your own projections, you can start forming the details of the
HRP for your organization.

And not to forget, a significant part of human resource planning involves interaction with
financial department for cashflow and budgeting.
Can you state in one paragraph the importance of strategic planning in human resource
based on the above road map and model?"

Strategic planning is a step-by-step process of determining how to pursue the organization's

long-term goals with the resources expected to be available. It is a systematic approach of
analyzing the opportunities and threats in the environment to enhance the efficiency and
organizational productivity. It is the name given to the sense-making activity which includes
the function of goal setting and strategy formulation.

On the other hand, Human Resource Planning is the estimation of future demand for and
supply of human resources for the accomplishment of stated organizational goals. HR
planning consists of all the activities of human resource management such as forecasting of
HR, collecting information, policymaking, recruitment, training and development,
motivation and development of human resource in the organization. These activities help
prepare and HR plan whereby the right number and kind of people are being forecasted.