Case Analysis

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1 Human Resource Management Functions Ashley Oquendo Post University ACC221: Entrepreneurship, Creativity, and Innovation Andy Privitera October 2, 2022

2 Case Analysis Many internal stakeholders are the valid key to success in a business. It starts with the owner creating the business and bringing the vision to life. Then the owner needs to acquire managers to maintain the company and execute productivity. Lastly, there are the workers who create products or services to have a meaningful vision and be profitable in achieving it (Nevins, 2019). Employees make up several elements in a business plan or business model canvas to create the company’s total value. But what is important is how well employees, including managers, are treated and hired. There is a saying, “If you take care of them, they will take care of you.” The document Unleashing the Power of Human Capital: Mastering the Legal Aspects of Business by Constance E. Bagley states several avenues to maintain diversity, equal opportunity, and hiring the right kind of workers. Diversity in employment is about recognizing and respecting differences (Kuehl, 2015). Reports show that having diversity in a company will outperform other businesses that are not diverse. Society tends to flock toward a company or industry that instills diversity into its value proposition. These companies exceed and have a better competitive advantage against the companies that do not practice decency towards people with different backgrounds. For example, the company Chevron Texaco, in the document Unleashing the Power of Human Capital: Mastering the Legal Aspects of Business , underwent a devastating setback by having a group of employees file a class action lawsuit against the company for denial of promotions of a certain race and being subjected to racial slurs. When people learned about this, Texaco lost over a billion dollars in one day through market capitalization and settled millions of dollars in the lawsuit. With public eyes on the company, the chief executive officer needed to return the

3 company on good terms. In turn, Texaco created new diversity and equal opportunity policies and practices. A company cannot survive and have an excellent reputation without these policies. It will slander the company, and its competitors will rule the industry. It took five years for Texaco to overcome its fate to become a company with the best diverse atmosphere and exquisite hiring process. Companies that hire, cultivate and retain talented and motivated workers are most recognized for developing success (Bagley, 2008). The first step is to not fast-track the hiring process. Fast-tracking can lead to hiring unqualified people that are not suited for the position. Every applicant should be screened through interviews, background checks, and references (Mornell, 1998). Throughout the screening process of hiring, managers need to ensure that each applicant is treated fairly in a non-discriminatory manner. Whoever fits the company’s standards must be hired regardless of race, age, religious background, or any other stipulation to avoid the exact outcome of Texaco. Once the company hires the right candidate, they need to either hire them long-term without any conditions or consider the choice to hire them at-will. These options must be decided throughout interviews before the new employee sign the onboarding paperwork. At-will means an employee is not guaranteed employment for a fixed period; the employer and the employee can terminate the relationship at any time for whatever reason, with or without cause (Bagley, 2008). Even though an at-will employee can be removed for no reason, it cannot be for an unlawful reason. If it is investigated that an at-will employee is terminated on an illegal basis, the company can be liable for punitive damages. One bonus of hiring at-will keeps an employer’s

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4 opportunities open and protects companies when markets teeter, which could be beneficial for labor costs, but good employees might feel untrusted. If needed, the process of interviewing, hiring, onboarding, employment, and termination should be documented. Documentation protects the company from lawsuits and disputes disgruntled employees might bring against the company (Bit-Tech Labs, 2020). Employee documentation describes the history and relationship between the company and the employee, either good or bad. In onboarding, each new employee should receive and sign an employee handbook to understand their position and policy. Once the guidelines are acknowledged and reviewed, management must ensure the policies are applied and honored constantly to avoid wrongful termination. Also, promotions need to be documented, and all performance evaluations should be signed by the employee and kept in their personnel file (Bagley, 2008). If an employee complains about a failure to advance, which includes harassment or discrimination needs to be investigated immediately and documented. Supervisors must make it clear to every employee that all forms of racism, harassment, and discrimination are inappropriate in the workplace to maintain a positive workplace. When a company instills diversity, equal opportunity, and policies and practices in the hiring process is extremely important for a company’s value proposition. These policies can complete competitive advantages. Learning from what Chevron Texaco went through and how they bounced back can teach what a company should be and not become. Having the right kinds of internal stakeholders solidifies a company’s business plan. The bottom line of any company or business is to create money and maintain loyal customers. These policies and practices can hinder revenue and dedicated employees and customers. If done right, the chief executive officer

5 needs to maintain these policies and practices to avoid unwanted attention and million-dollar lawsuits. The business plan starts from the top and trickles done to each element.

6 References Nevins, M. (2019). What is the purpose of a company? https://www.forbes.com/sites/hillennevins/2019/08/28/what-is-the-purpose-of-a- company/?sh=5084ce776d89 Kuehl. T. (2015). Diversity vs. Equal Opportunity: What’s the Difference? https://news.stthomas.edu/diversity-vs-equal-opportunity-whats-difference/ Bagley, C. (2008). Unleashing the Power of Human Capital: Mastering the Legal Aspects of Business. Boston, Massachusetts: Harvard Business School Publishing Corporation. Mornell, P (1998). Hiring Smart. San Francisco, California: Ten Speed Press. Bit-Tech Labs (2020). Employee Documentation: What is it and Types? https://blog.bit.ai/employee-documentation/

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