University of Misamis Occidental

University of Misamis Occidental

Case Analysis

I. Point of View: In this case analysis, the author has taken the viewpoint of the vice president for business affairs. Although Linda Garcia—as human resources head—is very knowledgeable of the technical work in her department, her concerns mainly revolve on its daily deliverables. The VP is an organization level her senior; and he is the appropriate manager to make top-level decisions such as restructuring the HR department.

II. Problem Statement: How can the human resources department realign itself towards achieving the president's growth strategy?

III. Objectives

• To restructure the HR department to aid in achieving the president's two-year goals of establishing a medical school, offering vocational courses, strengthening research programs, succession planning, and eliminating programs for agriculture and fisheries

• To set its priorities in line with the president's five-year growth strategy on improving teaching and research

IV. Areas of Consideration

The department's existing composition is insufficient to aid the president in achieving its growth strategy. It is understaffed to address the following concerns:

• Hiring of approximately 40 new members of faculty for the new medical school and vocational education department[1]

• Training faculty and offering scholarship programs for doctorate studies

• Identifying and training internal managers who have the potential to fill key management positions up to the VP levels

• Reassigning or offering early retirement to approximately 35 faculty members in the School of Agriculture and Fisheries

V. Alternative Courses of Action

Based on the language used in the case, it could be argued that Linda Garcia lacks direction in handling the human resources department. Much of her work is spent on responding to the requests of the deparmental heads. She “would just deliver what is being asked.” It could be that...