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QUESTION
Managing Human Resources
HRM Incident 2: I Am Qualified, Why Not Me?
Five years ago, when Bobby Bret joined Crystal Productions as a junior accountant, he felt that he was on his way up. He had just graduated with a B+ average from college, where he was well liked by his peers and by the faculty and had been an officer in several student organizations. Bobby had shown a natural ability to get along with people as well as to get things done. He remembered what Roger Friedman, the controller at Crystal, had told him when he was hired: “I think you will do well here, Bobby. You’ve come highly recommended. You are the kind of guy that can expect to move right on up the ladder.”
Bobby felt that he had done a good job at Crystal, and everybody seemed to like him. In addition, his performance appraisals had been excellent. However, after five years he was still a junior accountant. He had applied for two senior accountant positions that had opened, but they were both filled by people hired from outside the firm. When the accounting supervisor’s job came open two years ago, Bobby had not applied. He was surprised when his new boss turned out to be a hotshot graduate of State University whose only experience was three years with a large accounting firm. Bobby had hoped that Ron Greene, a senior accountant he particularly respected, would get the job.
On the fifth anniversary of his employment at Crystal, Bobby decided it was time to do something. He made an appointment with the controller. At that meeting Bobby explained to Mr. Friedman that he had worked hard to obtain a promotion and shared his frustration about having been in the same job for so long. “Well,” said Mr. Friedman, “you don’t think that you were all that much better qualified than the people that we have hired, do you?” “No,” said Bobby, “but I think I could have handled the senior accountant job. Of course, the people you have hired are doing a great job too.” The controller responded, “We just look at the qualifications of all the applicants for each job, and considering everything, try to make a reasonable decision.”
QUESTIONS
- Do you believe that Bobby has a legitimate complaint? Explain.
- Explain the benefits of a promotion from within policy. Would such a policy be appropriate for Crystal?
| Subject | Business | Pages | 3 | Style | APA |
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Answer
Managing Human Resources
Question #1Whether Bobby Has a Legitimate Complaint
I do not believe on the idea that Bobby has a legitimate complaint. Although many organizations would benefit from internal promotion, Bobby has no information about the qualifications of applicants that the organization hired for the positions that he applied for but failed to secure a chance. In case Crystal did not hire based on the qualification and competency of the applicants, there is no legitimate complaint. As indicated in the provided case scenario, Bobby applied for Senior Accountant position twice but never succeeded. Although he is qualified, no information is availed to the public regarding the organization’s internal hiring policy and what prompted the organization to hire an outsider. As such, Bobby cannot assume anything without gathering detailed information on the internal and external hiring policy of the organization and for this reason, he lacks a legitimate complaint
Question #2: Benefits of a Promotion within a Policy
Key benefits that accrue to the organization for promotion within the policy include working having the drive to endeavor for the growth and as other workers get promotion, they further understand the opportunities for growth. Mondy (2012) also noted that motivation from internal hiring improves workers’ morale. Certainly, the workers are well conversant with the business culture and internal promotion is a critical means of informing workers the company wants them to thrive. Undoubtedly, the company already understands the capabilities of each employee and promoting workers internally will provide further opportunity for organization to understand the job related personal attributes of the employees. From the case scenario provided, the company has already invested heavily in the employees and can yield a higher and positive return when workers are promoted. Similarly, the workers have full knowledge of the organization, its policies and people it hires. Therefore, the stated policy could be considered appropriate for Crystal since the jobs appear to have a career pattern available to each worker. However, in cases where all the workers do not qualify for the advertised positions, the organization will have to outsource or promote externally.
References
Mondy, R. W. (2012). Human Resource Management. (12th Ed). Prentice Hall. Boston. Print.