Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd
Upload
9 views

Session 2

The document outlines the involvement of key personnel at Eastmond Networking, including summer interns Latisha Jackson and Steve Choi, HR Director Jeff Brody, and Finance Manager Lisa Johnson. It describes two situations: budget cuts that force the postponement of new HR policies Latisha was excited about, and the need to transition to continuous performance reviews due to employee dissatisfaction with the current system. Jeff must navigate these challenges while managing the expectations and morale of his team.

Uploaded by

deuskarvardhan.upendra24b
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
9 views

Session 2

The document outlines the involvement of key personnel at Eastmond Networking, including summer interns Latisha Jackson and Steve Choi, HR Director Jeff Brody, and Finance Manager Lisa Johnson. It describes two situations: budget cuts that force the postponement of new HR policies Latisha was excited about, and the need to transition to continuous performance reviews due to employee dissatisfaction with the current system. Jeff must navigate these challenges while managing the expectations and morale of his team.

Uploaded by

deuskarvardhan.upendra24b
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 3

Session 2

Who is involved?

Latisha Jackson ● Hired for a summer internship to develop human resource policies
(Summer Intern) ● Double majoring in human resource management and family development

Jeff Brody ● Has worked as the head of HR at Eastmond Networking for the past five
(HR Director) years

Lisa Johnson ● Has held the current position for three years
(Finance Manager) ● Specialises in developing budgets and financial forecasts

Steve Choi ● Hired for a summer internship


(Summer Intern) ● Majoring in human resource management

SITUATION 1: BUDGET CUTS

Jeff Brody recently hired Latisha Jackson as a summer intern to help develop new HR policies.
During Latisha’s interview, Jeff explained that he had seen a recent segment on a business
network about how generous parental leave policies can improve retention. He said, “Our
company president is asking us to identify some options to retain our younger employees and
attract new employees. So if we can see what some of the other tech companies are doing and
provide some fairly low-cost policies that make us comparable to other tech companies, that
would be great.”
Latisha was excited about the opportunity. As a dual major in human resource
management and family development, this internship exactly matched her interests.
She accepted the internship at minimum wage. She had been offered another summer
internship in sales that offered $15 per hour plus commissions and bonuses. But she turned down
the sales position to focus on her real passion: promoting family-friendly policies in the
workplace. She thought she was making the right choice, but she had believed the same thing for
an internship the previous summer. That internship turned out to be a disaster; the company was
disorganised and provided her with few of the exciting professional opportunities that were
promised.
During Latisha’s first week of work, the company president informed Jeff that he would
need to make 10 to 15 per cent cuts in his department budget immediately. Furthermore, the
company president told him to avoid any nonessential work functions or initiatives.
Just after receiving this news, Jeff saw Latisha enter her office down the hall. He knew
how excited she was about developing new family-friendly policies. Yet he knew that if anything
could be classified as nonessential, it would be her projects. He dreaded what he was about to
do—tell her that they had to postpone any work on new policies that might increase costs and
that she would be reassigned to other tasks.
Jeff went to Latisha’s office and said, “Latisha, can I have a minute with you?” “Sure,”
she responded. “Come on in.” Jeff hoped the conversation would go well.

Short Conversation
Jeff Brody sat down, shifted uncomfortably, and sighed. Latisha turned down the radio volume,
but Jeff could still hear the weather report.
“Latisha, you’ve done a great job for us.” Shrugging his shoulders, he continued, “My
hands are tied, though, and we need to abandon the development of new HR policies. I’m being
forced to cut our budget immediately. There’s simply no room for new projects that cost
additional money.”
Latisha looked stunned. “I thought we went through this already. These new policies,
such as new parental leave policies, can increase morale and retention and attract better
employees. Doesn’t the company care about that?”
“Hey,” Jeff said. “Don’t overreact. Look, it’s not about caring. It’s about surviving, so we
can try not to lay anyone off.”
“Are you saying I don’t have an internship anymore?”
“Of course, you have an internship,” he said, exasperated. “We’ll find some other great
projects for you to work on. I’m going to schedule a time this afternoon with Jenn and you. We
can all talk about some new tasks for you.”
“Okay,” Latisha said, “well, whatever you want. I’ll see you this afternoon, then.”

As Jeff got up, Latisha couldn’t hide a look of displeasure. And Jeff couldn’t hide his frustration
that Latisha didn’t understand his predicament.
SITUATION 2: CHANGES IN PERFORMANCE REVIEWS

Eastmond Networking holds performance reviews for employees once per year. Jeff sees the
results of the company’s internal, anonymous employee survey each year. Each year, he notices
that employees do not like the performance reviews. They think the evaluations are not fair and
do not help them improve. Jeff has talked to several human resources (HR) directors and learned
that many companies now use continuous performance reviews with a lot of success. To help
transition to continuous performance reviews, he has asked the following employees to help out:
Lisa Johnson, finance manager; Steve Choi, intern; and Latisha Jackson, intern.

You might also like