Activity Sheet

CHAPTER CASE 1
Changes. Changes

Name: Kristine S. Parafina

Direction: Read the case carefully and answer the following questions.
Jennifer, the owner and manager of a company with ten employees, has hired you to take
over the HRM function so she can focus on other areas of her business. During your first two
weeks, you find out that the company has been greatly affected by the up economy and is
expected to experience overall revenue growth by 10 percent over the next three years, with
some quarters seeing growth as high as 30 percent. However, five of the ten workers are
expected to retire within three years. These workers have been with the organization since the
beginning and provide a unique historical perspective of the company. The other five workers
are of diverse ages. In addition to these changes, Jennifer believes they may be able to save costs
by allowing employees to telecommute one to two days per week. She has some concerns about
productivity if she allows employees to work from home. Despite these concerns, Jennifer has
even considered closing down the physical office and making her company a virtual
organization, but she wonders how such a major change will affect the ability to communicate
and worker motivation. Jennifer shares with you her thoughts about the costs of health care on
the organization. She has considered cutting benefits entirely and having her employees work for
her on a contract basis, instead of being full-time employees. She isn’t sure if this would be a
good choice. Jennifer schedules a meeting with you to discuss some of her thoughts. To prepare
for the meeting, you perform research so you can impress your new boss with recommendations
on the challenges presented.
1. Point out which changes are occurring in the business that affect HRM
In order to ensure that organizational changes are implemented smoothly, human
resources acts as a communication between upper management and employees.
Economic changes may have an impact on decisions involving HRM, including those
involving employment, benefits and pay, training and development, downsizing,
employee contracts, and the amount of money spent. Most organizational changes
have an influence on human resources in a number of different ways. Management
needs to understand how to monitor the economy carefully and adjust as necessary.
The company in the example anticipated a 10% rise in revenue, which suggests that
business will pick up and more employees may need to be hired.
2. What are some considerations the company and HR should be aware of when making
changes related to this case study?
 First is the organization's objectives. Management must assess if the suggested
adjustments would help the organization achieve its goals. Then communication, management
must clearly communicate the changes that will be implemented to the workforce in order to
prepare them and prevent any conflicts. Last is the risks of creating a remote working
environment. Management must be aware of the challenges and impediments that this
arrangement may present, including internet connectivity and the supplies and equipment
needed.
3. What would the initial steps be to start planning for these changes?
To obtain and accomplish the organization's aims and objectives, first establish clear
goals and objectives at a specific period and make sure to communicate them to the staff. After
creating the future plan, evaluate the current organization's strategic HR planning, identify the
current staff knowledge and skills in each department, and assess their strengths and training
needs. Only then will management be able to see the goals of each employee. The next step is to
be aware of all potential options or strategies that could aid in achieving those objectives. Lastly,
evaluate all the expenses and gains that may result from putting the modifications into practice.
4. What would your role be in implementing these changes? What would Jennifer’s role
be?
My responsibility is to start creating policies that would be in line with the anticipated
expansion of the company and to ascertain the responses or gather input from the staff regarding
the intended changes. Also, I make sure that the employees and the organization will benefit
from the adjustments. Also, I'm setting up training sessions specifically for young workers and
fusing HR duties with corporate goals.
Jennifer's responsibility would be to effectively and efficiently lead the organization and
to make the commitment to the reforms. Inform all of the staff members of the potential results
of the modifications, take the lead in the process evaluation, and solicit their feedback or
corrections as necessary.
Activity Sheet
CHAPTER CASE 2
We Merged…. Now What?

Name: Kristine S. Parafina Course/Year/Section: Bs Psychology 3A Score: _________

Earlier this month, your company, a running equipment designer and manufacturer called
Runners Paradise, merged with a smaller clothing design company called ActiveLeak. Your
company initiated the buyout because of the excellent design team at ActiveLeak and their brand
recognition, specifically for their MP3-integrated running shorts. Runners Paradise has thirty-
five employees and ActiveLeak has ten employees. At ActiveLeak, the owner, who often was
too busy doing other tasks, handled the HRM roles. As a result, ActiveLeak has no strategic plan,
and you are wondering if you should develop a strategic plan, given this change. Here are the
things you have accomplished so far:
 Reviewed compensation and adjusted salaries for the sake of fairness. Communicated this to all
affected employees.
 Developed job requirements for current and new jobs.
 Had each old and new employee fill out a skills inventory Excel document, which has been
merged into a database.
 From this point, you are not sure what to do to fully integrate the new organization.
1. Why should you develop an HRM strategic plan?
You can evaluate the accomplishments and shortcomings of prior quarters by creating
an HR strategic plan. By doing this, you'll be better able to prepare for finding and
keeping the best talent, which is essential for the success of your company.

2. Which components of your HR plan will you have to change?

3. What additional information would you need to create an action plan for these
changes?
The goals and objectives of the combined companies will incorporate Active Leak's vision
and mission, as well as a list of open roles and jobs that can be filled with new personnel if
necessary.
Activity Sheet
CHAPTER CASE 3
But…. Its Our Company Culture!

Name: Kristine S. Parafina Course/Year/Section: Bs Psychology 3A Score: _________

Direction: Read the case carefully and answer the following questions.

You are the HR manager for a fifty-person firm that specializes in the development and
marketing of plastics technologies. When you were hired, you felt the company had little idea
what you should be paid and just made up a number, which you were able to negotiate to a
slightly higher salary. While you have been on the job for three months, you have noticed a few
concerning things in the area of multiculturalism, besides the way your salary was offered. The
following are some of those items:
1. You know that some of the sales team, including the sales manager, get together once
a month to have drinks at a strip club.
2. A Hispanic worker left the organization, and in his exit interview, he complained of
not seeing a path toward promotion.
3. The only room available for breast-feeding mothers is the women’s restroom.
4. The organization has a policy of offering 50,000.00 to any employee who refers a
friend, as long as the friend is hired and stays at least six months.
5. The manufacturing floor has an English-only policy.
6. You have heard managers refer to those wearing turbans in a derogatory way.

1. What do you think needs to be done to create a more inclusive environment, without
losing the culture of the company?
To strengthen the feeling that your team works together, encourage employee
collaboration. In a cooperative setting, both individuals and teams are free to actively
communicate and share knowledge. This promotes a culture of sharing ideas and lessons
learnt and aids in the removal of departmental barriers. It has been demonstrated that
implementing a flexible work culture improves employee morale and productivity.
Mutually trusting cultures flourish, and flexible and agile work schedules and patterns
send the message that you trust your employees. As a result, engagement, drive, and
loyalty are encouraged.
2. What suggestions would you make to those involved in each of the situations?
As an HR professional, you can develop a culture where people are valued for their uniqueness
and treated with respect and decency. This will make everyone feel comfortable and welcomed.
To truly support diversity, it takes more than simply recognizing differences. It's about valuing
each person for who they are, their unique qualities, and what they have to offer. Also, by using
therapies that reduce prejudice and cognitive bias, inclusion can be improved.