Interactive Simulation

Briefly, the Cartwright-Porter regional airport is entering its 7th year of operations that has seen challenges from the very beginning. Instituted managerial reforms have enabled a promising outlook for the present but unresolved human resource (HR) concerns are rising to potentially threaten the viability of the near future. In this regard, looming at present is a disgruntled staff of baggage handlers. These employees have a pivotal role in the normal function of the facility but while influential they are not the only employee group. The HR department must deal equitably so as not to elicit a backlash from other workers. There can be no unimportant or favored employees in a successful enterprise whether a regional airport or some other business. HR operating in a less than professional manner can invite a host of problems the least of which is attempting to placate one group while earning the jealously and discontent of the remaining employees.

In validating the issue, the logical first step has been accomplished. Cartwright-Porter is located in proximity to the Wildflower Forrest a resort catering to an adult clientele. The airport has entered into a mutually beneficial arrangement with the resort and the results have been increased traffic at the airport and additional guest at the Wildflower. However, now a greater strain is on the staff to meet the customer service requirement of efficiently moving a large volume of people and their belongings. As the HR manager, the task at hand is to examine the current compensation package and make recommendations within a framework of employee and upper management viewpoints holding to a practical budget.

Making a decision is easy. Making an informed and plausible one is more difficult. A review via a compensation survey serves a two-fold purpose: It solicits employee input and reminds employees of the entirety if compensation beyond an hourly rate. Likewise, upper managements input of a mix of cash and non cash benefits is guidance well heeded and is an acknowledgement an adjustment is warranted. Important as the ultimate destination is knowing the current position in order to measure accurately and evaluate progress against an attainable set of goals.

On hand the company currently employs 40 baggage handlers with 90% being middle-aged men with families. Demographics are a valuable tool that in conjunction with the compensation survey and other information aids the HR manager in cobbling together a best fit for the group. A myriad of scenarios were gone through in the simulation with positives and negatives for the selections. Successively tweaking the benefits package helped to provide a greater understanding and insight into the job of HR manager the choices also enabled one to gain experience.

Next problem, a provocative advertisement was presented as a sexual harassment exercise to be dealt with by the HR manager. Human resource is more than a concept or a place for employees to take their problems. Ideally, Human resource is the interface where employees meet and interact with company policy and management philosophy. The HR director/manager is the face for the company policy and the voice of the