Yubion, Lois

LC - BM4A

Case: Can the TSA Secure Top Flight Performance?

1. There are several ways indicated in the case that show how TSA would like to improve employees'
efficiency and effectiveness. They have employed some steps to enhance the system through human
resources development. One of these is calling them security officers, instead of treating them as merely
screeners. By this means, accountability and responsibility are now being associated to the kind of job
they are performing and to role they play in ensuring the safety in airports. It can be good start so that
employees would realize that they are important in achieving the overall goal of the company. Another
one is training them technically on how to use the machine and interpret the x-ray results. This could
better improve the employees competence in doing their tasks. Lastly, they offered performance based
pay that compensates highly performing employees.

2. With regards to the ethical behavior manifested by employees, TSA is also doing something to guide
employees and avoid them from stealing and fraud. TSA has been conducting background checks to
screen applicants who would fit the job and could comply with their policies. They also made use of
automatic system that would minimize human contact with the baggages and had installed surveillance
cameras to monitor the actions of the employees.

One thing I think they can do to strengthen these efforts, of both employees efficiency and effectiveness
and ethical behavior, is by providing them trainings and seminars such as safety topics and values check
workshop. This would reinforce their actions to continuously contribute and keep with the safety
standards in the airport and also remind them of what values they should uphold. Helping them
understand this matter would give them an idea that the company has a strong stance on this issue and
they must comply. Also, orientations about the policies that the company has should also be considered
to remind the employees that they are responsible of these things. They should first have a clear
understanding of how these things affect the image of the company and also have an effect on them in
the long run.
Yubion, Lois

LC - BM4A

Case: Diversity Training and Competitive Advantage

1. The case focused on the importance of training and managing cultural diversity in the workforce.
Other functions such as employee relations and engagement and compensation and benefits are not
tackled, which are important factors to acheive the company's competitive advantage. The right
approach on how to deal with a diverse set of employees should also be a top priority and how to make
them stay in the company. Organizing events such as interests clubs and sports competition can bind
them together as a team. It would also promote camaraderie and unity among the members of the
organization. The same goes with giving them the appropriate benefits that they need. Benefits review
can be done to assess whether the company is providing and attending to the needs of their employees.

2. This can be achieved through information dissemination and proper communication of the diversity
policies that the company has. Through this, employees in all levels of the organization's ladder would be
better informed and aware of these principles.

3. Functions of the human resource department are essential to manage the workforce. These are the
things that would enhance employees satisfaction and would eventually improve their performance and
also lessen employees rate of turnover. Investing on new hires would cost more, than conducting
seminars and training for the existing pool of employees. Other tangibles that can be attained in this
process are maintaining employees loyalty and commitment to the company and other effects could
ripple consequently.