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.

My current role at Doehrman Company is as an installer. I joined the company in

June of 2022, transitioning from Western Pump where I worked in the parts department. I
love cars and working at Doehrman allows me to immerse myself in the automotive
industry because we specialize in all automotive service equipment. Western Pump
acquired Doehrman Company in early 2021 when the owner was looking to expand the
company. Both companies have been around for over 4 decades, but the owner of
Western Pump uses more advanced technology for all their paperwork, in a program
called Jonas. Doehrman Company was still using pen & paper and handshake
agreements, which is unprofessional and inefficient in the eyes of Western Pump.
Western Pump has been training their newly acquired employees of Doehrman on the
Jonas software but they still continue to receive criticism and feedback almost three years
later.

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

When Doehrman Company was acquired by Western Pump they did not have a
human resources manager. They had an office manager who vaguely filled in the role of
human resource manager but she had no education or certification in the position she was
loosely fitting into. This office manager/hr employee has been working at Doehrman
Company for 20+ years and was very loyal to the previous owners of the company.
Unfortunately she is one of the employees that are criticizing and pushing back from
using Jonas, which has motivated a lot of the long-time employees to carry the same
attitude about it as her.

Western Pump has a trained human resources manager that is very good at her job
and also very loyal to the owner of Western Pump. When Western Pump acquired
Doehrman, she had now become the HR manager to 50 new employees that are a whole

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 state away from her. Western Pump’s HR manager, now the HR manager for both
companies, looks to establish structure in an organization that previously had very little.

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

I recognize that the human resources frame emphasizes the importance of people
and their relationship within the project context. Given what we know about the current
situation at Doehrman Company, the first thing I would do is has a comprehensive
assessment of the existing human resources practices and employee attitudes within
Doehrman Company, particulary about the resistance to change with the acquisition of
the company. Secondly I think identifying training and development needs, especially for
the employee who is loosely fitting the HR manager position in the company. I think
offering courses or workshops on change management would be very beneficial too.
Thirdly I think building strong relationships and promoting open communication between
the employees and management is essential for adopting new technologies like Jonas.

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

Given what I have learned about the human resource frame I would approach the
situation with a greater emphasis on people-centric strategies and organizational
development. I would definitely prioritize building stronger relationships and promoting
open communication between stakeholders, managers, employees, and the HR manager
from Western Pump. I would suggest things like regular meetings, one on one
discussions, and feedback sessions to get insight into the frustrations the employees face
during a transition like this so I could better accommodate for them. Further down the
road I would implement structured HR policies and procedures across both companies.
As Bolman and Deal said, "Leaders are the stewards of spirit; their job is to awaken what
is already within people. Great leaders help us realize our highest aspirations. They stir
our souls, appealing to our deepest values and sense of purpose. With vision and
integrity, they inspire us to reach for the best in ourselves and to live up to the highest
standards of our profession." Overall I would aim to create a positive and inclusive
environment that promotes continuous growth and improvement.

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 Reference

Bolman, L.G., & Deal, T.E. (2017). Reframing Organizations: Artistry, Choice, and Leadership.
Jossey-Bass.