OGL 481 Pro-Seminar I:

PCA-Human Resource Frame Worksheet

Worksheet Objectives:
1. Describe the human resource frame
2. Apply the human resource frame to your personal case situation

Complete the following making sure to support your ideas and cite from the textbook and other
course materials per APA guidelines. After the peer review, you have a chance to update this and
format for your Electronic Portfolio due in Module 6.

1) Briefly restate your situation from Module 1 and your role.

Before constructing its newest site addition to the already robust facility, Switch intended

to verify that all of its buildings met the same standards, materials, and technology. The

company's overhaul required a different method. Research, requirements collecting,

development, and testing took a year. 15% of the requirements put us in a dilemma, putting

us in danger of not completing the TSCIFs promised to the clients. TSCIFs may hold 20 to

24 server cabinets. The client needs to determine cabinet size and server count. Climate,

pressure, and electricity are regulated to standard setpoints in a TSCIF, and certain

materials and equipment are needed.

We visited with the procurement director, vendors, and sales manager. As Co-

Manager, I was responsible for communicating with the team, ensuring commitments were

met, and serving as a co-escalation point. As customer service liaison, I had to attend all

meetings to educate clients on our policies and processes. I'd go through the scope of work

with subcontractors who performed TSCIF's electrical work and provided materials to the

manager. We discussed our strategies, such as the hours and resources needed to finish the

project and the consequences of a resource and equipment deficiency. We recommended

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 delaying the project. The contractors, procurement director, and other management teams

failed to spot the critical pieces required to rectify the 15% technical deviance. My

department and other sources completed the project on schedule. However, the budget

needed adjustment due to the extra expense of using external sources to expedite the

process.

2) Describe how the human resources of the organization influenced the situation.

Politics have an in pact on projects in one way or another, especially when a deadline is

near and several significant parties are involved. Given that this project would take around

a year from discovery to commencement of construction, the organization needed to

collaborate with a third-party consulting firm. Prior to the start of the initiative, those

chosen members were given the time and resources needed to develop a strategy. The

organization generated motivation and passion for the project by being honest about it,

including the timetable, cost, and how the project redesign will assist our completion goal.

This initiative requires staff to commit to assessing, designing, analyzing, and creating as

a team over the following year.

It was critical to build a team's trust among this vast team of people, as well as the

addition of the consulting team. Team chemistry were critical because the team would face

numerous problems as the project developed. There were team building activities in the

beginning to assist form and sustain the bond.

3) Recommend how you would use the human resources for an alternative course of
action regarding your case.

Some human resource techniques may have been improved by the organization. My

colleagues and I were in this scenario because of a lack of resources as well as a lack of

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 communication. Strategies such as hiring the right people, keeping them, investing in them

and empowering them were important to the success of this project (Bolman & Deal, p.

138). While the organization did a fantastic job of recruiting internally for the project, not

enough resources were hired to support the duties previously assigned to those people.

Another problem was keeping team members dedicated to the project and

organization. Working long hours and frequently needing to support both the project and

daily chores caused many to feel overworked, leading many to leave the organization after

months of feeling unsupported. Some of the negative aspects influencing the project were

not communicated in order to maintain an optimistic attitude on the project. Because they

were not always given all of the information, team members no longer felt empowered to

make decisions.

4) Reflect on what you would do or not do differently given what you have learned
about this frame.

A project that took so long to finish, along with the amount of labor demanded of the team,

resulted in spells of dissatisfaction and withdrawal. Projects like these are always a learning

experience, with lessons learned about what went well, what didn't, and what could have

been done better. As a member of the organization who was directly impacted by the

initiative, I would have requested greater transparency as the project progressed. It also

appears that the project's energy in terms of human resources waned as time passed and the

project faced difficulties. As advised by Bolman & Deal, “Some approaches strengthen the

bond between individual and organization by paying well, offering job security, promoting

from within, training the workforce, and sharing the fruits of organizational success.”

(Bolman & Deal Pg.156)

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 Reference or References

(Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership

(6th ed.). San Francisco, CA: Jossey-Bass