HRM 6203 Case Study: Analyzing Organizational Training Programs

This case study examines the importance of organizational training and work-life balance, focusing on flexible work arrangements and their implications. It discusses how companies like Capital One Financial implement these programs and addresses the reasons why individuals scale back career goals to achieve better life balance. The analysis includes reflections on becoming a middle-aged student and evaluates the decision-making model used in the case. Furthermore, it outlines a retirement program strategy and its potential barriers. The study draws upon various sources to support its arguments, providing a comprehensive overview of the challenges and opportunities in creating a saner workplace. Desklib offers similar solved assignments and past papers for students.

Running Head: ORGANIZATIONAL TRAINING 1
Organizational Training
Names
Institution

ORGANIZATIONAL TRAINING 2
Organizational Training
Summary of the case
The case outlines the importance of giving people of different genders an opportunity to
realize their career goals. It also emphasizes the importance of creating proper work-life balance
by enabling employees to plan concerning the most suitable time which they can work. This is
attained by having a program which allows the staff members to have options concerning
working hours and conditions.
Designing a flexible work arrangement
According to Corney (2015), all aspects of life, such as work, hobbies, family, and others
are fundamental and therefore need to be attended in the right manner. To come up with a
flexible work arrangement, I would first identify the options which the company provides
concerning the schedules which one can work. After determining the most suitable work
arrangement, I will come up with my schedule concerning other essential things that I am
supposed to attend. For example, if I choose to work in the night shift, I will be able to allocate
some hours for sleeping during the day, time for being with my family and friends and time for
attending other personal things such as participating in leisure activities.
Predicting the implications of a flexible work arrangement program for the future
As time goes on, the demand for proper work arrangement programs is increasing, with
benefits being realized by not only employees but also their employers. In future, one of the
implications of having programs that give employees proper work-life balance is that it will aid
in minimizing absenteeism due to health issues which result from overwork. Singh (2013)
affirms that when employees overstrain, they develop health issues which include fatigue, back

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pains, headaches among others. This affects the companies due to lack of sufficient workforce
when the staff members fail to report to work to attend medical services. The other implications
include reducing employee turnover rates, the proper relationship between employees and the
management, and employee motivation.
Capital one financial flexible work arrangement program is realistic for employees who
work in other industries such as retailing, manufacturing and hospitality because irrespective of
the nature of work, organizations should have work program which gives employees options
concerning the time which they find most suitable for work. As long as these organizations have
a sufficient number of employees and use proper strategies, they can also succeed in using this
work arrangement program.
Why both sexes are willing to scale back career goals and implications their decisions
will have on their career and life choices
According to Sarla (2013), every person, whether male or female has career goals which
he/she wishes to attain. However, to achieve these goals, there should be proper work
arrangement that allows them to have good work-life balance. One of the reasons that make both
sexes to scale back their career goals is that they also need to attain other personal goals and
therefore need to balance things so that they can attain all. Ali (2013) asserts that males and
females have things that they want to achieve in life, both in their career and in other aspects
outside the workplace and therefore need to scale back their career goals to also concentrate on
other things.
One of the implications that will result from scaling back career goals is that it will
enable them to benefit from the flexible work arrangement program which the company has

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implemented. This is because concentrating too much on the career goals and paying less
attention to other things means even if the company executes this program, it will not be of
benefit to them.
Chapter 17
The feeling about the prospect of becoming a middle-aged student
Sarla (2013) affirms that things continue to change with time, making the demand for
education to continue raising among the middle and aged people. Becoming a middle-aged
student will make me feel delighted because irrespective of my age, I will be in need of attaining
knowledge which can assist me to address some of the most fundamental things in life. Although
at this age education may not be for employment, it may serve a crucial role in assisting me to
understand current affairs and the changes that have been emerging in different aspects. Being a
student at this age will also make me feel good because it will give me a chance to connect what
I learned in the past with what has emerged.
Evaluate the advantages and disadvantages of the decision-making model used by
Quinlan
According to Mildred (2013), people make decisions which in most cases have
advantages and disadvantages. The approach used by Quinland can be classified as reasoning
form of decisions making because it entailed making a choice from what pleased her, or what she
thought was right. For the case of Quinland, one of the advantage of using this model is that it is
quicker, and therefore can be helpful in making fast decisions. The other advantage of this model
is that it makes one to choose options that have high potentials of a positive outcome by selecting
what is right and ignoring what is wrong.

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The primary disadvantage associated with this model is that it can make one make wrong
decisions because it does not follow any framework. According to Sana & Mohd (2016), proper
decisions are the ones made from various considerations using a defined framework. The other
disadvantage of this kind of decision making is that it lacks sufficient emotional attachments and
may, therefore, make one to settle on wrong decisions.
Briefly describe the retirement program you would like to establish and maintain during
the years ahead
Lavaughn (2013) affirms that establishing a retirement program is fundamental because it
enables one to live a better life in future. One of the programs that I would like to establish and
maintain during the years ahead is joining agencies that assist one to save on regular basis in
order to be given retirement benefits in the future. Joining these agencies will be beneficial
because it will help me to get funds when I retire.
One of the barriers to using this strategy is that it may be difficult to attain funds for
saving and for meeting other needs. According to Lavaughn (2013), saving for retirement is
sometimes challenging because people tend to have the notion that they will start saving another
day. The other barriers to establishing and maintaining this program include mistrust in
organizations that enable people to save for retirement, a “do-it-myself” mentality, and
conflicting priorities.

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References
Ali, N. (2013). Institutional Perspectives in HRM and MNC Research: A Review of Key
Concepts. International Journal of Employment Studies, 21(2), 212-225.
Corney, P. J. (2015). Good knowledge drives good business. Business Information Review,
32(3), 168-170.
Kyoung, K. H. (2014). Work-Life Balance and Employees' Performance: The Mediating Role of
Affective Commitment. Global Business and Management Research: An International
Journal, 6(1), 124-136.
Lavaughn, H. (2013). Are Households Saving Enough for a Secure Retirement? Economic
Commentary (Cleveland), 2013-12, 78-94.
Mildred, M. (2013). Impact of Knowledge Management Strategies on Organizational
Performance in the Hospitality Industry of Zimbabwe. Public Administration Research,
2(1), 124-141.
Sana, S & Mohd, Z. (2016). Understanding Work-Life Balance with Respect to Medical
Practitioners: A Conceptual Framework. IUP Journal of Organizational Behavior, 15(4),
65-89.
Sarla, R. (2013). Work-Family Balance: A Review. International Journal of Education and
Management Studies, 3 (3), 68-97
Singh, S. V. (2013). Strategic Human Resource Management: A Reality Check. Review of
Management, 3(1/2), 58-78.