Answer the case study Case Study 2Seniority in the OrganizationPermaja Resources Corporation has the policy of promoting employees from within theorganization on a companywide basis. Seniority is based on the length of service and the performanceratings.Mr. Lee was hired as mechanical engineer trainee on January 20, 2014 and got a performancerating of very satisfactory. He was a trainee for six months before his promotion to Engineer I at SectionA of the machine shop section.Roger Santiago was hired in January 2013 as engineer trainee in Section B of the machine shopand had performance rating of very satisfactory for the last two years. Both Lee and Santiago aremechanical engineering graduates of a prestigious school.The position of supervising engineer in Section B was left vacant with the promotion of ART Realto Plant Superintendent of both section A and B. Due to the seniority rule, Lee was promoted to thepost. While Art would like to recommend Roger to the post, the HR Department policy on seniority rulehad to be applied, hence the intention watered down when he talked to the HR Manager. Art talked toLee about his case and Lee understood that Roger was also interested in the position.One month later, a major machine broke down and Roger single-handedly worked diligently onthe machine and completed it in due time to meet the customer's demand. During a break time after thesuccessful repair of the machine, Lee in the presence of the other worker's, complemented the effortsand expertise of Roger Santiago. “ Roger, thanks for the excellent work you have done. You are the bestengineer around here and I would like you to know that I appreciate very much your effort. You have theknowledge, skills and experience around here and you are the number one engineer along this line."With the compliment, Roger Santiago reported a little sarcastically" I know how all these thingsrun here as I am one of those who installed that machine. I know more about this whole thing than youdo. If only the HR Department knew how to recognize people with potential, you would not be here inthe first place." Case Study 1The New Human Resource ManagerThe Prime Manufacturing Company is a garment factory that employs about 1250 employees ofvaried skills. About 75% are women who are mostly in the production department. Men employees areassigned in the maintenance department and as operators of machines used in the garment production.Women are mostly in sewing department, packaging and quality control.Mr. Lee was hired to head the HR Department. Prior to his assignment at Prime ManaufacturingCompany, Lee was in a construction firm, a medium-size organization. His main concern was preparingthe payroll and handling employee's records.The Human Resource Department is composed of 5 employees, a payroll clerk, a personnelassistant and two supervisors and Mr. Lee as Manager. The record of Lee in his academic achievements isquietly satisfactory. His bachelor's degree is in the field of Engineering. Performance in the previousemployment is quite satisfactory. The construction company of his previous employment closed shopdue to an economic slowdown, this cause his separation from employment.The garment business is globally competitive and customer's satisfaction is of prime importance.Employee's commitments to performance standard are high priority. In the three-month span of Lee'semployment, 20mperecnt of women employees and 12 percent of male employees resigned forunknown reasons, as there was no exit interview conducted. Production schedule was delayed andforeign customers were alarmed.The General Manager, Maria Hung , called Mr. Lee regarding the problem. He noted Lee'sindecisive approach to the HR problem and actions that he failed to take. He pointed out to Mr. Lee thathe exactly did not know what to do regarding the current situation. His subordinates began to complainto Ms. Maria Hung about Mr. Lee's indecision.Mr. Lee became more withdrawn from his subordinates and other managers in the plant. Heshowed little interest in his job and concentrated in mental jobs concerning the department. In generalhe lost control of his job of managing the department.

Question

Answer the case study Case Study 2Seniority in the OrganizationPermaja Resources Corporation has the policy of promoting employees from within theorganization on a companywide basis. Seniority is based on the length of service and the performanceratings.Mr. Lee was hired as mechanical engineer trainee on January 20, 2014 and got a performancerating of very satisfactory. He was a trainee for six months before his promotion to Engineer I at SectionA of the machine shop section.Roger Santiago was hired in January 2013 as engineer trainee in Section B of the machine shopand had performance rating of very satisfactory for the last two years. Both Lee and Santiago aremechanical engineering graduates of a prestigious school.The position of supervising engineer in Section B was left vacant with the promotion of ART Realto Plant Superintendent of both section A and B. Due to the seniority rule, Lee was promoted to thepost. While Art would like to recommend Roger to the post, the HR Department policy on seniority rulehad to be applied, hence the intention watered down when he talked to the HR Manager. Art talked toLee about his case and Lee understood that Roger was also interested in the position.One month later, a major machine broke down and Roger single-handedly worked diligently onthe machine and completed it in due time to meet the customer's demand. During a break time after thesuccessful repair of the machine, Lee in the presence of the other worker's, complemented the effortsand expertise of Roger Santiago. “ Roger, thanks for the excellent work you have done. You are the bestengineer around here and I would like you to know that I appreciate very much your effort. You have theknowledge, skills and experience around here and you are the number one engineer along this line.&#34;With the compliment, Roger Santiago reported a little sarcastically&#34; I know how all these thingsrun here as I am one of those who installed that machine. I know more about this whole thing than youdo. If only the HR Department knew how to recognize people with potential, you would not be here inthe first place.&#34; Case Study 1The New Human Resource ManagerThe Prime Manufacturing Company is a garment factory that employs about 1250 employees ofvaried skills. About 75% are women who are mostly in the production department. Men employees areassigned in the maintenance department and as operators of machines used in the garment production.Women are mostly in sewing department, packaging and quality control.Mr. Lee was hired to head the HR Department. Prior to his assignment at Prime ManaufacturingCompany, Lee was in a construction firm, a medium-size organization. His main concern was preparingthe payroll and handling employee's records.The Human Resource Department is composed of 5 employees, a payroll clerk, a personnelassistant and two supervisors and Mr. Lee as Manager. The record of Lee in his academic achievements isquietly satisfactory. His bachelor's degree is in the field of Engineering. Performance in the previousemployment is quite satisfactory. The construction company of his previous employment closed shopdue to an economic slowdown, this cause his separation from employment.The garment business is globally competitive and customer's satisfaction is of prime importance.Employee's commitments to performance standard are high priority. In the three-month span of Lee'semployment, 20mperecnt of women employees and 12 percent of male employees resigned forunknown reasons, as there was no exit interview conducted. Production schedule was delayed andforeign customers were alarmed.The General Manager, Maria Hung , called Mr. Lee regarding the problem. He noted Lee'sindecisive approach to the HR problem and actions that he failed to take. He pointed out to Mr. Lee thathe exactly did not know what to do regarding the current situation. His subordinates began to complainto Ms. Maria Hung about Mr. Lee's indecision.Mr. Lee became more withdrawn from his subordinates and other managers in the plant. Heshowed little interest in his job and concentrated in mental jobs concerning the department. In generalhe lost control of his job of managing the department.

Accepted Answer

Seniority is a special position earned by long-term work with a corporation. People understand that…