INTERVIEW AND REACTION ON HUMAN RESOURCES THEORY AND PRACTICE

By: Kulsoom Basharat

Date: August 3, 2011
PAPA 6324

Interview & Reaction on HR Theory & Practice

Introduction
The human resources (HR) department plays a pivotal role for employers and employees;
it allows them to collectively achieve organizational goals by recruiting quality staff, training and
assisting with employee development, and retaining high performing employees. The HR
department is involved in all decisions affecting the relationship between the employee and the
organization. Managing employees requires knowledge of the organization (both formal and
informal hierarchy), key power players, operating principles, and the institutional environment.
A critical challenge faced by the HR department is staying on top of the ever changing workforce
and the dynamic environment in which it operates.
I interviewed the HR Deputy, Kelly Queen at ASI Government (commonly referred to as
ASI). ASI specializes in acquisitions and management consulting in the federal sector. The
mission of ASI is to serve as a trusted advisor to government leaders who are seeking to improve
their mission performance, enhance organizational effectiveness, and to drive strategic change.
ASI strives to bring federal agencies a diverse workforce comprised of highly qualified
consultants. Most employees at ASI come from senior positions held in public or private-sector
acquisition, program management, and organizational development professions.
Synopsis of Interview
I asked Kelly about her thoughts on the human capital aspect in ASI. Stated below is her
response.
The Value of Employees- in response to a question regarding human capital (employees),
Kelly began by stating that the employees at ASI are the companys greatest asset. She stated
that ASI strives to hire the best and brightest professionals in the industry because employing
people with integrity, intelligence, and the drive to make a difference is essential to the success
of the company. Kelly stated that since employees at ASI have considerable experience in the
federal and private sector they are regarded as leaders, innovators, and top performers. More
importantly, Kelly mentioned that employees must feel passionately about serving federal
agencies and must be problem solvers who thrive on mastering tough challenges.
From Kellys perspective, the following areas require the focus and attention from ASIs
HR department.
Opposing Management Outlook- the seasoned Chief Executive Officer (CEO) and the
newly appointed President have opposing views regarding all aspects of management. The
President has more of a fast paced strategic approach while the CEO has a slower paced
consensus building approach to making decisions. The leadership team therefore has significant
trouble finding common ground on policies and plans that impact the company and employees.
HR serves as a mediator during meetings and helps to structure and allow for both leaders to
share their perspectives and come to a compromise in order for plans to move forward.
Pending Human Capital and Compensation Plan- due to the tension between the CEO
and President, the human capital and compensation plans have not been ratified. By having
opposing perspectives on where the company is going, has led to delays that affect the work-

Interview & Reaction on HR Theory & Practice

lives of ASI employees. By not having clear guidance as to where the company is headed
towards can be problematic and worrisome for most employees. When I asked what the human
capital plan entailed, Kelly stated the plan was modeled from one used in the government and
since the government is ASIs biggest competitor, ASI wanted to ensure they did not overlook
anything. The plan includes compensation guidelines, bench marking, the salary range for each
position, job descriptions, and bonus pool information (which is based on the companys
performance and each employees performance). Kelly stated that the human capital plan acts
like a balanced scorecard. It includes such aspects as compensation packages, markers for
performance measures (in order to gauge and quantify employee progression, goals, and
development), and lastly it will identify goals for company-wide improvements. The human
capital plan will explicitly state corporate goals and under each goal there will be specific action
items in order to gain tangible results and to be able to develop metrics at the end of each year.
Kelly stated that the plan is in draft form and is expected to be finalized in 2012. Since there is
no formalized process, the leadership team plays a reactive/ad-hoc role to responding to
employee needs.
The last topic in the interview was in regards to the benefits offered at ASI. This is also
my special interest area.
Key Benefits- Kelly stated that ASI provides employees and their families with a
comprehensive benefits program. Employees working a minimum of 30 hours per week are
eligible to participate in a majority of the benefit offerings effective the first day of the month
following their date of hire. Employees working part-time, less than 30 hours per week, are
eligible for Paid Time-off (PTO) and holiday pay (accrued on a pro-rated basis). ASI believes
employees should have opportunities to engage in activities and hobbies outside of work.
Employees are encouraged to schedule sufficient time off for relaxation to promote good
physical and mental health. This thought is also supported by the textbook, the authors stated that
taking time off for the employees well-being is beneficial in reducing stress and cuts down loss
of productivity when employees have to take time for being ill. The PTO policy at ASI was
designed so employees have the ability to use it for vacations, to address brief personal and/or
family illness and for employees to meet obligations that require attention within working hours
(e.g., doctors appointment). In addition to medical, dental, and vision insurance, ASI provides
life insurance, short and long term disability options, participation in the 401K plan, flexible
spending accounts, tuition and transit reimbursement. Kelly stated that ASI encourages
employees to use Employee Assistance Programs (EAP) for personal and family problems which
can affect their lives both at home and at work. The textbook supports EAP, as it can help
employees cope with varying issues and also can help reduce tension and conflict on the job.
Through work-life balance programs, ASI offers flexible work arrangements/teleworking options
which allow employees to work the standard eight hours at any point during the day. It has been
Kellys experience that when new hires are presented with their benefits package, they are
delighted and have a sense of security knowing that so many benefits are available to them.

Interview & Reaction on HR Theory & Practice

Below is table which depicts an outline of some of the topics discussed during the
interview and the linkage to the material found within the textbook and information shared in
class.
Discussion Topic

At ASI Government

Linkages to Literature/Class Discussion

The Value of
Employees

-Employees are highly valued.

They are perceived to be the
mechanism for success of the
company.
-The recruitment of qualified
and quality employees is
fundamental to best serving
federal agencies.

Opposing
Management
Outlook

-Conflict within the leadership

team has led to delays in
making decisions that impact
employees at all levels.
-The key role that HR plays is
merging perspectives and
mediating in order to resolve
conflict.
-Once the HCP is complete it
will encompass aspects of the
compensation and
performance management plan
as well corporate goals.
-The HCP will serve as a tool
for employees and
management to develop a clear
path forward of what is
expected from them and where
they want to progress towards.

-As stated throughout the book and in class,

employees (human capital) are to be seen as an
asset to any agency or company. By having
quality people in place will help to support a
sound infrastructure thereby resulting in success
of the mission and vision of the organization.
-The book stated that by valuing employee
talents, encouraging professional growth, and
promoting fairness, would allow for
organizations and its employees to share greater
than expected gains.
-HR personnel work to engage leadership in
strategic thinking about future needs,
challenges, and opportunities.
-Operationalizing strategic plans when concrete
decisions have been made is an aspect of HR
and therefore it is essential to have HR involved
in discussions and serving as mediators.

Pending Human
Capital &
Compensation Plan

Benefits

-Employees are given a

plethora of benefits.
-In order to retain employees,
ASI offers work/life balance
benefits.

-By having a HCP, employees and employers

are able to level set expectations. The HCP is
intended to visibly state the mission, vision, and
to identify goals for the organization as well as
to incorporate requirements of employees at all
levels.
-Without the HCP, employees are uninformed
about what the organization is planning for the
future and that can lead to several different
challenges (e.g., confused and disgruntled
workers, retention problems, and last but not
least- loss of productivity).
- Offering completive benefits allow employees
to feel secure within their jobs (such as short
and long term disability or Family Medical
Leave Act)
-Creating employee friendly policies in regards
to work/life balance practices, family/work
programs, and flexible work arrangements all
encourage productive and allow the employees
to manage their time accordingly.

Interview & Reaction on HR Theory & Practice

Conclusion
There is no magic pill that will solve the conflicts, disputes, struggles and disparity that
are present in modern day organizations. We can only find refugee from these by educating
ourselves in the ever evolving socio-economic arena, providing robust healthcare options,
allowing the employees to grow in their professional and personal lives and by encompassing
and involving employees to a higher degree within the fold of the organization. In the end, to
quote President John F. Kennedy, Our progress as a nation can be no swifter than our progress
in education. The human mind is our fundamental resource.