02 Assignment HR

BM2018
Quiz
Case Study
How Come They Make More Than Me?

Fran Jefferson began her job as the supervisor of the Training Department of The Metropolitan Bank and
Trust Company almost four (4) years ago. She was generally pleased with the four (4) trainers and one
(1) secretary in her unit. Indeed, Fran took pride in her ability to create high morale and a high-
performance unit. This was particularly pleasing to Fran because they were constantly busy and barely
able to keep up with the volume of training expected from them.
Then early on Wednesday morning, Fran’s secretary, Judy Martin, knocked on Fran’s door and asked to
see her. Fran liked Judy and considered the secretary to be one of her “stars.” Indeed, in an effort to
develop Judy’s talent and abilities, Fran had gone out of her way to give Judy special assignments,
including her in all the major planning activities of the department and entrusting her with the
administration of certain departmental programs, such as tuition assistance and evaluation follow-
through. By now, Judy functioned more as an administrative aide than as a secretary.
It was clear that Judy was upset about something as she seated herself in the chair next to Fran’s desk.
Slowly, Judy placed a job-posting application form in front of Fran. She would not look at her supervisor
in the eyes.
Fran was surprised, to say the least. As far as Fran knew, Judy liked both her job and working in the
Training Department. In turn, everyone else in the department liked and respected Judy.
Fran looked over the form and said casually, “So you want to post for the executive secretary job in the
Branch Management Division.” She paused. “Could I ask you for some additional information, Judy? I’m
kind of surprised.” Judy looked at her clasped hands, thinking. Fran waited.
Finally, Judy looked up and said: “I noticed in last week’s job posting that the executive secretary
position is graded as a 14. Now that’s two grades higher than my job!”
She caught her breath, “You know my friend Mary Johnson works over there. She told me that half the
time, the secretary sits around doing nothing.”
Judy continued, gathering some anger in her look and resentment in her voice. “Look, Fran, you know
how hard I work, how hard we all work, around here. I mean, I’m always busy. I don’t see why I should
work in a job graded at a 12 and work twice as hard and yet not be paid the same as that secretary. The
job requirements for the job are just a little higher than mine, and the merit raises you gave me last
month hardly helped at all.”
Fran listened; then she replied: “It sounds to me, Judy, that you’re feeling angry because you think you
should be paid more for the work you do and that you want to switch jobs rather than put up with
things as they are. Am I right?” Judy nodded her head in agreement.
Fran knew, though, that the Metro job evaluation system was up-to-date and that the executive
secretary position to which Judy referred did require additional background experience, skills, and
responsibilities beyond what was needed in Judy’s current job. Because her secretary was such a good
employee and a nice person, Fran was quite concerned. She strongly felt that moving to the executive
secretary job would
02 Quiz 1 *Property of STI

 Page 1 of 2
courseware.feedback@sti.edu
BM2018
not be what Judy really wanted, and she hated to lose Judy, especially if her decision was based on faulty
reasoning and the move would not be good for her. Fran tried to figure out what to do.
Questions (3 items x 10 points)
1. What is/are the problem/s presented in the case?

- As I read the case, the problem presented is that Fran is giving her work that is not aligned with
the position of Judy that is why she complained and wants to change her position in the company.
2. What HR responsibility/responsibilities of a line manager does Fran need to focus on to solve the
problem/s in this case?
- The HR responsibilities of the line manager that Fran need to focus to solve the problem are the
legal consideration which deals with compensation and the benefit of the employees in the
company, and appraisal and promotion that Fran is responsible for promotions but he must
evaluate who are qualifies to be promoted.
3. What HR activities/programs can you recommend to be implemented in the organization in order
to prevent these problems from happening again?
- I have three recommendations to be implemented in the organization in order to prevent these
problems from happening again and these are:
1. Performance evaluation- Approximately 90% of workers would prefer to skip performance
evaluations in favor of having their faults evaluated and corrected in real time by
management. Employee and management demands may be met with the support of a
skilled HR department. One of the most important functions of the human resources
department is to evaluate performance. They can use technologies to collect data, evaluate
it, and present it to the company's leaders. They also make sure that performance is
constantly up to par with business requirements. Managers may also benefit from HR
specialists' training programs on how to analyze and enhance employee performance.
2. Employese relation- All workers must work in a safe and healthy workplace, according to
the law. Employees are motivated to stay and perform at their best when the corporate
culture is good and constructive. The HR department is in charge of keeping and managing
positive employee relations. HR specialists are in charge of handling any difficulties or
disagreements that arise among employees. They must also create policies that provide a
fair working environment for all employees. All workers must be viewed as stakeholders
and main contributors to the company's success by an HR professional. This will encourage
individuals in positions of management to seek feedback and criticism about the workplace
in order to improve it. Working with people isn't always simple, so having a capable HR
department is critical for long-term success. Because company policy is always evolving, HR
is in charge of adopting new rules as they become necessary.
3. Company benefits and compensation- Offering appealing perks and fair remuneration is
one approach for a firm to recruit in-demand staff. Furthermore, effective remuneration
and perks are excellent strategies to keep current employees motivated and prevent
turnover. The HR department's primary function is to keep track of salaries, benefits, and
business culture. To maintain growth, companies must provide enticing compensation
while keeping profit margins in mind. As a consequence, HR keeps track of employee
compensation and ensures that all business cultural norms are followed.
02 Quiz 1 *Property of STI

 Page 2 of 2
courseware.feedback@sti.edu

02 Assignment HR

Uploaded by

Copyright:

Available Formats

02 Assignment HR

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

02 Assignment HR

Uploaded by

Copyright:

Available Formats

BM2018

How Come They Make More Than Me?

02 Quiz 1 *Property of STI

Questions (3 items x 10 points)

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

02 Quiz 1 *Property of STI

You might also like