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HRM591 Discussions Week 1 Human Capital Management
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  • Course
  • HRM591 (• HRM591)
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  • DeVry University
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  • Strategic Human Resource Management

Week 1: Human Capital Management How does a manager's mindset that sees employees as an expense to be controlled affect the ways that he or she sees their human resource strategy? How would this change if the manager's mindset saw staff as an appreciating asset to be invested in? Describe your ...

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  • April 20, 2021
  • 45
  • 2020/2021
  • Case
  • Elaine f.b
  • A+

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  • • hrm591
  • strategic human resource management

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Week 1: Human Capital Management
How does a manager's mindset that sees employees as an expense to be controlled
affect the ways that he or she sees their human resource strategy? How would this
change if the manager's mindset saw staff as an appreciating asset to be invested in?
Describe your experiences in an organization that saw either or both of these mindsets,
and your perspective on working for that organization.

,  Elaine Leadlove-Plant
Oct 26, 2019Oct 26, 2019 at 8:58pm

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Dear Class: For those of us whose careers began with employment in the 1960s,
we have definitely seen the evolution and changes in the Human Resource and
personnel management disciplines. This has encompassed a mindset that
employees were necessary clogs in the machinery that enabled the company to
function to the idea that each individual had value and was capable of making viable
contributions. Contributions that included more efficient ways to perform tasks to the
manner in which communications should be directed and the various ways to
integrate diversity into the workplace while respecting the dignity of all individuals.
Having seen and participated in not only the Civil Rights Movement, but also
Affirmative Action and Equal Rights For Women together with the genesis and
enactment of the various legislation to ensure a more just and balanced workplace
with equal rights and protections for all has been an educational process in and of
itself. Many of the rights were slow in being achieved, no matter how well deserved.
They were also met with varying degrees of acceptance and more importantly
compliance. One overriding element was always that each individual had to make
an ethical choice to either ignore unlawful or unacceptable behaviour or to take a
stand to change the situation.
Unfortunately, many biases are still prevalent in the workplace. As recently as two
years ago, I was employed with a financial institution whose management
philosophy was as dysfunctional as that found in a domestic environment. Bullying,
tattling, cronyism and verbal abuse were prevalent. I have also found that
dysfunctional management can occur regardless of gender, race or national origin.
In many instances, a position of management became the forum for the individual to
pursue cultural or ethnic biases and prejudices.
At the opposite end of this spectrum is the 'open forum' workplace in which all
employees are presumed to be treated as equals and all decisions are a group
endeavor. This process also has its fallacy as it abrogates the 'responsibility and
accountability' factor. While teamwork is mandatory, there must still be a leader and
defined resolution process. While understanding and empathy are necessary, the
workplace is not a therapy session, nor is management a substitute for parenting.
Consequently, there must be a direct correlation between 'valuing' an
employee/individual and establishing the duties and responsibilities that will enable
that employee/individual to become a valued member of the company/workplace.
Please use the ideas I have posted here together with the above questions to begin
this week's discussion threads.
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o

,Judith Latham

Judith Latham

Oct 28, 2019Oct 28, 2019 at 9:18pm

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HI Professor and Classmates,
In thinking about the professors' post above and the experiences I have had, both as
a manager and an employee, and the various companies where I worked, and
where I currently work. When I was in NY I worked for both large corporations,
Mobil Oil/Petrochemical; SMSC who is now part of MIcroChip Technology; JP
Morgan Chase; and then I went to a smaller company even though they were part a
distributorship, they were still a small company. At the larger company even though
my direct managers may have valued me and gave me the opportunities to learn
more about the company as well as about logistics and technology, and we also
became like family, outside of our department you had the feeling that you were just
another number to the corporation, easily replaceable, we didn't matter to the
company that much, we did matter to our immediate managers, very different
opinions.
At the smaller company where I worked for the longest number of years than all of
the other companies combined, and I will not say there was not a higher amount of
stress, longer hours, less opportunity for learning, less benefits like tuition
reimbursements, profit sharing, more of a workload as we had fewer people to divide
the work amongst, but we were like a small dysfunctional family, I felt more valued,
more stable, and It was my choice to leave when I did, and when I did leave, my
CEO said to me I do not know how to run my company without you, you were here
when I started it and how to go on without you in this company will not be the same,
of course he did, but with fewer large clients as my clients all left, as they asked for
him to let me work remotely but the GM they had was a control freak and did not
believe anyone would work from home if they were not sitting in front of him (I
worked from home all of the time as when I was in NY but he would not allow me to
work from AZ even though it was something I needed to do for my family, live and
learn is what they say).
Currently, at the timeshare where I work we are only 80 rooms, and we are small
enough, we have the front desk operations which is where I am working, and then
there is the maintenance and housekeeping team, and we outsource security all of
which basically comes to us for direction, but we are owned by a corporation in Las
Vegas, it is strange because they have no interaction with anyone but our GM, and
being able to get any information on anything such as right now I need to get
information for benefits as my Dr. no longer takes my insurance that I have so I need
to change to the companies insurance, that is like pulling teeth, when I changed from
P/T to F/t, which was within weeks of starting (someone was fired and I was trained
and left alone on a shift in less than 2 weeks, so it was just a change we made, and

, f/t you get paid holidays we put in the paperwork, it "got lost" I couldn't get paid for
memorial day for months, I finally got paid for that when I got paid for July 4th), my
GM she is like family when my mom fell (she works with me as well, everyone here
is related one way or the other which is the nice thing as we do all have each other's
best interest at heart, the only one who isn't related to anyone is the concierge and
she resents that she is not related to anyone so she does bully me, especially since I
received my Bachelors and with the GPA I graduated with), but my GM ensured
when my mom fell and broke her hip this summer that I was able to not only be there
for the surgery and get paid as I did not have vacation time yet, but also be able to
work on July 4th to get the holiday pay and also work to cover my mom's shifts and
other shifts to make some o/t to make up for the salary we were losing with her
being out for a few weeks. It might look like she is playing favorites but she does it
for everyone that is there for her, by that I mean we work hard for her and make sure
we do the job we are being paid to do, not clock in and leave for the day. Again this
is a small company in a way, but also a larger corporation, so another twist on the
way human capital is treated. I am also allowed the flexibility to be able to do my
homework during my shift, which is a great perk, otherwise I wouldn't be able to
have continued my degree. My GM also looks to me for new ideas that might help
to market the resort, as we are becoming not just a timeshare now we are also
becoming a rental property so we are looking to do more marketing, as well as
promoting our onsite events and marketing our new gift shop. I have already been
working on getting the Operations side of the "business" in order, by developing
process and procedures manuals, as we did not have those before, and they
needed to be completed, it is interesting to watch the current employees resisting
the change. Even though we are only a couple of days into this class I am already
able to see the differences in the experiences I have had at all of the companies
where I have previously worked, it will be interesting to continue to uncover more
and more of this.
Judi

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Collapse SubdiscussionDarrell Gordon

Darrell Gordon
Oct 27, 2019Oct 27, 2019 at 12:07pm

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Professor & Class –

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