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CRUZ, JERALD S.H337-CLOHSPRELIM REQUIREMENT:Instruction: Read the case thoroughly. Identify who will be the person responsible in HR. Discuss the action that should be taken in the scenario. 1. Employee SuccessJoanne was previously a food server at your restaurant, and as a result of her outstanding...

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CRUZ, JERALD S. H337-CLOHS

PRELIM REQUIREMENT: Instruction: 1. Read the case thoroughly. 2. Identify who will be the person responsible in HR. 3. Discuss the action that should be taken in the scenario.

1.

Employee Success

Joanne was previously a food server at your restaurant, and as a result of her outstanding performance, she was promoted to the position of the host person. Since her promotion, she has repeatedly made mistakes in schedules and has had a series of problems exercising her power, resulting in an increase in employee grievances. In addition, customers have complained about her indifference. After six months of monitoring Joanne’s performance and multiple counseling sessions with her, you feel she clearly is not qualified for the position. When it comes to addressing labor matters, “Staff Relations” is the organization’s segment in dealing with problems involving employees in which they must stem out of or affect work situations. They must establish good laborer relationships. In this case, where Joanne is experiencing difficulties concerning her work, she seemed not yet deserving for the position that has bestowed on her. She lacks competitiveness as a host server on a restaurant where she works. Positively, we can solve this problem by daring to make a difference by acting proactively, not reactively. We remind her that the actions she effects caused her co-employees and the restaurant’s customers to be dismayed. Also, to take her side of the story. We must understand why Joanne has becoming least effective since her promotiona. Yet, Joanne’s career growth and development are for her to handle, she can be replaced and be trained again so she can come back stronger in mind and the aptitude to her attitude. However, if there will be no improvements for her, there will be no choice but to terminate her as the problem will not be any more about the restaurant, but for Joanne herself. 2.

Maternity Benefit

Ms. Nancy Flores is a regular employee of FJ Hotel, She was on maternity leave for 2 months and did not receive her maternity benefit from Social Security System SSS. When Ms. Flores came back to work, she complained at the HR for not receiving her maternity benefit. Maternity leave is a benefit granted for a pregnant female member of an organization. This is a concern of “Compensation and Benefits” HR department. This section of the organization covers people's direct pay, and the benefits covered such as employees' indirect pay, things like health insurance and stock options but also maternal/paternal benefits.

In this situation, Ms. Nancy Flores did not receive her maternity benefit from Social Security System (SSS) as she reported it when came back to work. It may be the FJ Hotel’s fault for not granting the access of her benefit, or the government institution’s concern for not processing FJ Hotel’s maternal benefit for Ms. Flores. The mentioned bodies must coordinate again with her for addressing that specific matter as to find out the cause of the problem, and give Ms. Flores what she deserves obtaining. 3.

Carelessness/Negligence

George is a new bus person in your restaurant. He completed your two-week Bus Training Program, and it’s his first night on the job. Contrary to established procedures, George pushes a fully loaded bus cart through the wrong door leading into the main kitchen. As a result, a food server coming out through the door trips over the cart and knocks it over, drops her tray of orders, and falls, injuring her knee. The injury results in a workers’ compensation claim. When asked what happened, George says he forgot which door to use. Would George be subject to any corrective disciplinary action? George undergone his bus training program, in which he is expected to work according to what expectation is bestowed upon him. However, the given situations may not be enough for us to understand George’s side. It could be that there are no clear labels for various doors inside the restaurant, which caused George to mislocate the door which followed by the food server be involved in the accident. In other case, it fully could be his fault for not reminding himself for the instructions he attended. The HR department that mainly focuses situations such as this will be the “Employee and Relations (Staff)” department as they are ones who are in charge for disciplinary action of their employee’s actions, given that George’s reasons could not be a valid excuse for the accident where he got involved. “Compensation and Benefits” HR department will be in-charged for treating the injured food server. They should give the injured worker his compensation claim as regards to his accident. Concerning other matters, facilities could be improved so that people can locate and understand the labels and focus of the rooms. It could lessen confusions even in least possible chances....