Jose Antonio M.

Barroso
Kristen Co
Marian Abegail Elinon
Jacky Gutierrez
Sophia Padre
1. In HR terms, what is the main issue or problem in this case
The Case exhibited issues in relation to the HR term “climate for transfer”. Climate for transfer,
referring to trainees’ perceptions about a wide variety of characteristics of the work environment
that facilitate or inhibit use of trained skills or behavior was problematic and evidently
troublesome. Nina was placed in a job setting that she was not specifically trained for therefore
she struggled and her perception of the work environment was distorted and negatively viewed.
Manager support was barely or not even there and It led to her demise as she drowned in the
training program.
2. What are Nina’s alternative courses of action (ACAs)?
a) She can exert effort in finding things out for herself and try to learn the ropes on her own,
b) She can ask to be transferred to the department where her education has more
application and where her mentor will provide her the right amount of guidance and
distance in training her.

3. What advice could the internship coordinator give Nina?

a) He/she can advise Nina to see it as an opportunity to prove herself or to learn something
new wherein she could try to integrate her skills with the skills and learning offered by
her current situation.

4. What are the internship coordinator’s ACAs?

a) He/she can transfer Nina to another company, somewhere where she will be well
received and somewhere more appropriate given her educational background.
b) Remove the company from the list of prospective internship opportunities they place
their students given the experience of one of the student was bad and the company
condoned it.
c) Talk to the company regarding the matter to resolve the conflict and to make the issue of
their employee known to them. This might determine based from their lack of care and
action regarding the issue if they will remain to be a partner company of the internship
coordinator.

5. How would you view the situation from Engineer Aida’s perspective? Discuss any
advantages and disadvantages you are able to identify regarding her handling of the
situation
I think Engr. Aida does not appreciate on the job training and what it aims to accomplish. Her
reasoning of how her experience was the basis of her cold and careless attitude in Nina’s
training is flawed and very much wrong. People are not the same. We all have different
abilities and we thrive in different training implements and such there should me some
Jose Antonio M. Barroso
Kristen Co
Marian Abegail Elinon
Jacky Gutierrez
Sophia Padre
adjustment on the part of the mentor as well since they have so much input and experience
that only the approach would be most material in the trainee’s training.

Advantages Disadvantages
Nina will learn to be more self-reliant and Engr. Aida’s attitude towards the trainee
she will learn the hard way in terms of reflect the company (no matter how much
adapting a hostile environment. they say it shouldn’t cause that’s not u to
them)
Nina will earn to be more responsible of her The company condones the employee’s lack
own learning of interest in training shows the value the
company puts in training and development.
If this is how they treat on the job trainees
how will entry level hires fair differently?

6. Based on the ACAs you have identified, what is your recommendation to address the
situation?
To address the situation, first and foremost there should be communication between the
internship coordinator and the contact of the company to see what can be done to address this
issue. Yes, we are still dealing with students here and the way she was treated might have been
worse than expressed. Nina should be replaced in another company where she will thrive. Engr.
Aida’s performance should be looked into because the company should see that it’s for the best
interest of the company to put value in training in development not just HR managers but all
employees as well since their contribution and cooperation is highly required.