Britney calls the human resources director to advertise

Reference no: EM133414695

Case Application Assignment 2 - Cases

Case 1: The Case of What Should Have Been Known

Tech Solar, a privately held technology company, has been operating now for four successful years. Executive Director Britney Clarke is responsible for overseeing the business. Tech Solar is looking to launch a new service and Britney realizes they need more team members to work on making the service accessible. This will mean that a new User Experience Designer will be needed in the Product and Development team. Britney calls the human resources director to advertise the position both internally and externally.

HR sends the applications to Britney for review and Britney develops a short list of interviewees. After interviewing several candidates, Britney was unimpressed and worried they would never find a good candidate. However, the last interviewee, Kim Lee, turned out to be the successful choice and was subsequently offered the position. HR checked two references prior to offering Kim the position in writing. HR also asked Kim to bring an original copy of her Certified Associate in Python Programming (PCAP) once it was received, as this certificate was a requirement in the User Experience Designer posting.

Kim brought a copy of her certificate to HR within a week of being offered the position. HR's policy is also to call the issuing institution to verify the certificate. Things became busy in the department, so it was nearly three months later when someone finally checked Kim's certificate. The results indicated Kim's certificate was forged. HR called Britney with the news and wants to terminate Kim because she is unqualified for the position. However, Britney wants to keep Kim because she already knows how to perform the job well and has the Python knowledge and skill.

Case 2: The Performance Predicament

Darleen Michaelson, a human resources manager, is in the process of completing a yearly performance evaluation of her employees. Darleen has noticed that Jason Freedman, an administrative technologist on her team, has not been meeting his performance markers. It is crucial that an administrative technologist addresses requests sent to them through email and keeps up with HR system maintenance.

Unfortunately, it is made clear to Darleen that Jason has been deleting important requests that were sent to him through email and has not maintained the HR system for several weeks. This situation is of great concern to Darleen.

In response, Darleen schedules a one-on-one meeting with Jason to discuss her concerns. This meeting will be the first performance evaluation conversation that Darleen has ever had with her employee Jason. Darleen is seriously considering firing Jason for his poor performance. However, she feels very overwhelmed by the big decision ahead of her. This is where you come in to help Darleen by answering the following questions.

Reference no: EM133414695

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