Only to complement the existing pedagogical tools, case frames are meant to augment the learnings thereof. Each of the case slides, based on a theme, comprising of few slides with brief text, are followed by detailed questions that can be used to orchestrate the intended classroom discussion.
Every Case Spot comes with a rigorously written teaching note. They are based on well-known, popular and blockbuster movies that have very subtle, and at times substantial management-related purport. The movies are carefully chosen based on a thorough scrutiny of the underlying management insight.
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These videos are highly effective with right amount of preparation — both from the faculty as well as the participants - and most importantly, with effective orchestration in the classrooms. In that, it aims to prepare the participants for case study process through ideating, articulating, discussing and debating. Case Debates are positioned to be used before the participants are introduced to the case method of teaching. As Case Debates are based on very general topics — relating to societal, cultural, civic, entertainment, sports issues, etc — they are meant to introduce the participants to the nuances of case study discussion and analysis.
While the case discussion and analysis expect the participants to limit their arguments to the case facts, case debate allows them to express their opinions based on their general understanding. However the case debates are to be conducted purely in an objective way without blurring the lines on either polarization or in a bipartisan manner. Mapped for the best and most-often-cited textbooks, these course case maps enable a holistic learning by unraveling the business dilemmas embedded in the concepts.
Montek Singh Ahluwalia - Indian Econ For each case study, I will refer to their original publication. Quite a few case studies have come from the excellent Strategic Workforce Analytics report by Corporate Research Forum. This is one of the few papers that has collected case studies with business impact. Some of the others have been published on this medium before, and some others in newspapers.
Short Case Studies
As I already said, I have only included case studies that showed tangible organizational benefits. The article explored how Credit Suisse was able to predict who might quit the company. It was one of the first examples of the now very popular employee churn analytics.
Not only were the analysts at Credit Suisse able to predict who might quit, but they also could identify why these people might quit. This information was provided anonymously to managers so they could reduce turnover risk factors and retain their people better.
In addition, special managers were trained to retain the high performing employees who had a high flight risk. The full article can be found here. Another great HR analytics case study of people analytics at work was published in the Harvard Business Review.
HR Case Studies | PeopleStreme
In an article titled Competing on Talent Analytics , the authors describe their research in multiple large companies in the US. They specifically researched the relationship between engagement and financial performance. Engagement is often seen as the holy grail of HR — but its impact is hard to measure. The significance of this relationship motivated Best Buy to make employee engagement surveys quarterly rather than annually. Employee attrition at Experian was a problem.
By building a predictive model that included attributes, including team size and structure, supervisor performance, and length of commute, they were able to predict flight risk. An example risk factor was teams of more than 10 to 12 people. The analytics team also identified flight risk triggers: when someone moved further away from the office, this would increase immediate flight risk. The model was rolled out in multiple regions — with slight differences to the predictive algorithm. A similar analysis was done at IBM, where turnover was high for certain business-critical roles.
The company also included employee sentiment, measured through their Social Pulse.
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The hypothesis here was that engagement with social media might fall when employees are thinking about leaving. According to the report , productivity has also improved while recruitment cost have fallen. Nielsen created a similar predictive model back in The first predictive model only included 20 variables, including age, gender, tenure, and manager rating. Over time, more variables were added. This exercise provided multiple insights, including that the first year mattered the most.
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For example, the first check-in with their manager had to happen within a certain time span after hiring, otherwise, it would trigger a notification. This was a proven, important condition for first-year retention. Although getting promoted pushed people to stay, lateral moves were also a strong motivator for people to stay. A fantastic study on the impact of good hiring assessments took place in Zimbabwe.
A local transport business wanted to reduce the cost of road traffic accidents RTA of their drivers. This not posed a danger to the people involved but these accidents also delayed the transport and were very costly because of material damages. A local consultancy researched if psychometric tests could predict if some people had a higher likelihood to be involved in a traffic accident than other. If these factors could be identified, they could be used as selection criteria for new hires.
They discovered a number of very useful insights.
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Click to read. Appraisal Development Mobile App Company. Bullying and Harassment Training Provider. A complex and very sensitive grievance raised by a director against the chair of the board. Collective Redundancy Multi Academy Trust.
Social Media and Technology Trends in HRM: Cases in Recruitment and Talent Management
Disciplinary Investigation Textile Manufacturer. They had received concerns from employees relating to inappropriate behaviour. Discrimination and Equality Training Provider.