The Human Resource Frame focuses on the integration of human needs and organizational requirements. It is necessary to understand the strengths and special skills or talents of your followers/employees before placing them in positions or giving them responsibilities that would be better suited for someone else. It is getting to know the members of your group on a deeper level and giving them roles that utilize their strengths and unique abilities. The emphasis is switched from an authoritative view of leaders and rules to a more relational view or our followers and their particular gifts. This frame focuses on the individuals that make up an organization and forming meaningful relationships with them. It is reaching our goals through relational intentions and investing in opportunities that will provide growth and development for the team.

The Human Resource Frame adds a level of intentionality that balances the overarching guidelines and authority of the Structural Frame. Members of an organization want to be involved. They have joined this particular group or company for a reason and need to be engaged within it in order to feel effective and content with the group’s plans and goals. An organization works well when it’s members are well understood and utilized for their strengths and unique talents. Not only is the company/group pleased with the positive progress, but the members are happy that their skills are recognized and used to better the whole. They feel understood by their superiors and are able to develop a beneficial and respectful relationship with them. I believe all organizations need this balance of structure and relationships. A well-organized group will stay on topic and maintain stability but without the followers’ support and happiness the group’s goal is essentially meaningless. As a Welcome Week Leader I saw the importance of developing individual relationships with my students and the difference it made in their comfort level within the group and their confidence as new students of Baylor University.  Learning their names was the first big role that I needed to fill. No one feels special or wants to follow someone who does not even know their name, especially in such a small group. Even that small step gained the respect of some and the appreciation of all. I would take time to speak with all of them individually and get to know them on a personal level. This made it easier for me to see the differences between them all and how they all related to each other as they entered their next stage of life together. I found that they all listened to my instructions when explaining activities and events and had a lot of fun participating with us. I believe this resulted from careful intentions to understand one’s followers as utilized in the Human Resource Frame.

The Human Resource Frame is definitely benefited heavily by managers. As Buckingham describes, managers are very in tune to the strengths of their followers and how to organize and integrate them in the most effective way. A good manager develops meaningful relationships with their followers and is able to understand their unique abilities and provide them with opportunities to use them. They invest in their employees/followers individually and reward them with personalized encouragement. This is the most effective way to use the Human Resource Frame.