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  • September 26, 2022

Best HR Case Studies

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Last date of application: 14/07/2022

HR as a function has undeniable importance from a business management perspective. With the advancement in technology, 2022 saw a huge technological shift in this aspect of business management as well. Apart from digitizing all other business aspects, organizations have begun to incorporate technology and data into HR practices as well.

HR Analytics Case Studies with Business Impact and its benefits are listed below:

An american mnc reduces attrition using people analytics and forecasting.

Case: This American MNC is a client of PeopleStrong and is suffering from a high turnover of employees at five locations. The company intended to install analytics in order to evaluate the main drivers of attrition and do forecasting for their occurrence at different business locations.

Solution: An integrated tool for workforce analytics was created and implemented. This tool could capture attrition results and their drivers and do a forecasting based on trends.

Also Read:  Executive Development Program In Human Resource Management From XLRI Jamshedpur

Result: The forecasting report predicted that 500 of the 5000 employees were going to quit in the next 6 months. Better employee retention policies were designed which included rewards and incentives apart from better people strategies. Even though 250 people still left, the figure was 50% lower than the prediction.

Under Armour digitized employee recruitment and enhanced employee experience

Case: Under Armour, an American organization dealing with the manufacture of sports and casual apparel and footwear, is a global company. With more than 130 global outlets and 8500 employees, their ATS system received more than 30,000 resumes in a month. Thus, hiring was a cumbersome process for them as well as candidates applying for a job.

Solution: They engaged in a digital recruitment system called Hirevue. With Hirevue, managers could create interviews with candidates with the help of pre-recorded questions. This screening process helped managers call in only employees who met their requirements for webcam or mobile recorded interviews.

Result: Managers could now hire new employees much more quickly. There was a 35% reduction in time in the overall interview to the hiring process. Talent quality also improved.

These above case studies show the emerging trend of incorporating analytics in the HR function of business management . This can also be seen to have positive results in the recruitment and retention processes. 

Human resource management is quite a recent term. Employees are treated with a lot of respect and regard nowadays compared to earlier. There were times when workers were considered to be expendable and they had few rights. Working conditions were miserable and people had no say in how organizations are operated or in the way they were treated. The industrial revolution is what brought changes. Companies started realizing that keeping employees loyal was essential for running businesses smoothly.  

Caring For Employees During The Industrial Revolution

Courses for human resources certification online teach that before the industrial revolution there were hardly any large industries and a need for managing workers was not felt. Working conditions were dangerous for them and pay was hardly commensurate with what work they did. In the late 1900s, companies like the UK-based Cadbury and Jacob from Ireland appointed welfare officers. These firms introduced a system of payment during sick leaves and cheap housing for employees.

Also Read:  Executive Development Program In HR Analytics From XLRI

It was F W Taylor during the early twentieth century who introduced a system for managing staff. He believed that people could be trained to become experts in certain jobs. The famous carmaker Ford adopted his methods. Tools in manpower management like job analysis, employee selection procedures, and training methods were introduced during this period. Certain fast food organizations also adopted Taylor’s theories. His mistake was that he did not think people can get bored with doing the same job.

Employee Management During The World Wars

Two events that changed many things for us are the first and second world wars. Employee unions had been formed during the first world war. As men went to fight wars, women came to be seen more in workplaces. In your HR training certification by IIM Raipur , you will learn how companies had to think about managing workers and form new rules. Recruitment, dismissal, bonus, and absence from work came under the scope of manpower management.

Researchers like Elton May opined that factors like motivation, job satisfaction, leadership skills, and group dynamics could influence performance. The improvement in the economy after the war saw many firms adopting a more flexible approach to staff members. Big companies used employee benefits to lure and retain people. Personnel and welfare work was in full swing during the second world war, but it was done in a bureaucratic style as government-run firms influenced law-making.

The Post-War Scenario

The 60s were not good times for industrial relations as it was found that none of the entities involved in negotiation had skills to discuss issues of employees. As the decade came to an end, employment opportunities improved, and along with this, people management techniques began to be used. When you study human resources certification online courses you will know that terms like motivation, organizational behavior, and management training were heard more commonly.

Also Read:  Executive Development Program In Talent Management

In the seventies, much was talked about rewarding employees. The next two decades saw economies sliding and companies becoming less profitable. But it was also then that many organizations realized the importance of retaining people. They began looking at workers as an asset that must be taken care of if the firm wants to have an edge over competitors. Humans started to be regarded as resources that need to be effectively managed. Human Resource Management was born.

The Nineties To Now

It is no more only personnel management and administrative tasks for workforce heads. The HR training certification by IIM Raipur will tell you that it is more about employee engagement and development that people managers are tasked with now. Human resource departments are strengthening the culture in an organization and finding people who can fit that environment. They are also tasked with ensuring that every employee gets an opportunity to use his or her talents for the benefit of their companies.

Also Read:  Why is it Important to Study Human Resource Management?

HR managers are more focused on workers than on processes. This department is also gaining more importance as management’s realize a need to attract and retain the best talents available in the market. HR leaders find themselves among the C-suite as their role in getting the best out of employees is increasing. They must understand the needs of a more diverse, multicultural, and multigenerational workforce and ensure to fulfill them. Retention of good hands has assumed much importance nowadays.

The Future Of HR Management

  The human resources certification online courses will teach that it is not just enough to employ and retain people, but they must also be trained and developed. The speed at which new technologies emerge, there is a need to keep employees abreast of modern developments. HR managers must continuously update themselves with modern technology and arrange training programs to empower workers with new skills. The journey of staff members in an enterprise will be that of continuous learning.

Acquiring best talents and retaining them will remain the focus of any progressive organization. People managers will have to find innovative means to attract those who are equipped with the latest skills required for a job. Engaging with prospective employees through social media platforms will be practiced by more HR heads. There will be increased use of automation for screening resumes and conducting initial interviews. This will speed up the process and reduce costs.

HR departments will be trying innovative methods to improve employee experience in the company. They will find out the requirements of the new breed of recruits. Learning opportunities will be improved. Promotions and salary hikes will no longer be based on experience or seniority. New procedures for evaluating employees will be used. Getting HR training certification by IIM Raipur will teach new methods that are used by global enterprises for appraisal and rewarding.

Looking at the evolution of human resource management can show you that there has been a shift from looking at employees as only a means to achieve company objectives, treating them as individuals, and satisfying their needs. There is a realization that it is equally important to ensure that their goals are achieved and these objectives are in line with that of the organization. HR departments will play a more important role as retaining good talent becomes crucial. Combining the human force with machines and using that synergy will be highly important in the future.

More Information:

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case study dla hr

13+ HR Case Studies: Recruiting, Learning, Analytics, and More

Reposting a piece from the blog over at Lighthouse Research because I know not all of you subscribe over there!

case study hr

While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies, we do a fair amount of qualitative research as well. We’ve collected case studies over time (and continue to) that highlight interesting approaches and examples of innovation within human capital management. The list below offers a wide variety of industries, examples, and flavors for you to learn from.

Want to see another topic or example not listed here? Comment below and and I will see what we can do to find that for you!

Wal-Mart, Automation, and Compassion Training

Walmart’s Fastest Growing Line of Business is Delivering Experiences

The Motley Fool: Blending Talent Management and Engagement

Motley Fool: The Coolest Talent Processes You’ve Never Heard Of

Chipotle: How Internal Mobility Reduced Turnover by 64%

Internal promotion-how Chipotle reduced turnover by 64%

Adtran: Using Hackathons for Employer Branding, Employee Development, and Retention

Using Hackathons for Branding and Retention

Stout Advisory: Performance Management, Peer Feedback, and Employee Engagement

How to Radically Change Your Performance Management Practice [Podcast]

H&R Block: Seasonal Hiring, Strategic Recruiting, and Hiring Manager Communications

Patagonia: measuring the roi of hr programs, hr strategy, employee perks and benefits.

Measuring the ROI of HR Programs is Critical: Here’s How Patagonia Does It

Hot Chicken Takeover: Employee Benefits, Corporate Culture, Leadership, and Social Responsibility

Can a Business Grow Competitively While Doing Social Good? [Podcast]

AlliedUniversal: Talent Acquisition, Employee Referrals, and High-Volume Hiring

How Does AlliedUniversal Hire 90,000 Workers a Year? Referrals and PURPOSE [Podcast]

Duie Pyle: Remote Worker Engagement, Blue Collar Challenges, and Competitive Recruiting

Talent Lessons from the Transportation Industry [Podcast]

Ohio Living: Core Values, Company Culture, and Employee Recognition

We’re Only Human 39: Ohio Living Serves 70,000 Clients Annually with Core Values

Cox Enterprises: HR Analytics, Business Impact, and Strategy

We’re Only Human 53: How to Partner with Your Talent Analytics Team

McDonald’s: Learning Measurement, Business Impact, and ROI

Southwest airlines: corporate culture, employee perks, and employee engagement.

We’re Only Human 40: How Southwest Airlines Lives and Breathes Corporate Culture

HJF: HR Technology Selection and Implementation, HR Leadership, and Modernization

We’re Only Human 55:The HR Leader’s First Year on the Job

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Case study w rekrutacji

case study dla hr

Case study, czyli studium przypadku , jest jedną z metod rekrutacji stosowaną przy selekcji pracowników na stanowiska menedżerskie i executive. Pozwala na sprawdzenie, jak kandydat zachowa się w sytuacji, z którą mógłby mieć do czynienia jako pracownik firmy. To niezwykle praktyczna i skuteczna metoda jednoczesnej weryfikacji umiejętności miękkich i wiedzy kandydata.

Studia przypadku w procesie rekrutacji

Dowiedz się:

  • na czym polega specyfika case study w rekrutacji i jakie są wady i zalety tej metody badania kompetencji,
  • jak je przygotwać, by pomogło zrekrutować najlepszych kandydatów,
  • sprawdź przykłady studium przypadku, które można wykorzystać,
  • przekonaj się, czym różni się ta metoda od zadań próbnych czy testów sytuacyjnych .

Na czym polega case study?

Jest to  zadanie odnoszące się do rzeczywistego problemu, z którym kandydat może się spotkać w swojej codziennej pracy . Składa się z:

  • opisu sytuacji,
  • pytania problemowego, z którym trzeba się zmierzyć,
  • kompletu informacji, które mogą być potrzebne do wykonania zadania,
  • wytycznych, w jaki sposób przesłać czy przedstawić rozwiązanie.

Kandydat zapoznaje się z dostępnymi materiałami, np. opisem sytuacji wyjściowej, raportami, treścią maili, opiniami pracowników i na tej podstawie dokonuje diagnozy sytuacji, a następnie rekomenduje konkretne działania.  

Skąd wzięła się ta metoda?

Studium przypadku, jako metoda dydaktyczna , po raz pierwszy została wykorzystana w 1914 roku na Harvard Business School. Następnie została przechwycona przez inne szkoły biznesu i uniwersytety w USA i Europie Zachodniej. Zaczęto jej powszechnie używać w nauczaniu studentów zarządzania i ekonomii. Służyła (i nadal służy) jako narzędzie do rozwijania praktycznych umiejętności rozwiązywania problemów oraz podejmowania decyzji. 

Z czasem, kiedy hr-owcy zaczęli poszukiwać nowych metod, które pozwolą im oceniać potencjał kandydatów bardziej efektywnie,  zaczęto włączać zadania typu case study w proces selekcji,  jako część rozmowy kwalifikacyjnej (tzw. case interview) lub jako etap sesji Assessment lub Development Centre.

Co sprawdza case study?

Case study w rekrutacji to narzędzie, które pozwala ocenić praktyczne umiejętności kandydata oraz jego zdolność do rozwiązywania problemów biznesowych. Umożliwia rekruterom zbadanie, jak aplikant zastosuje swoją wiedzę i doświadczenie w rzeczywistych sytuacjach, które mogą wystąpić w pracy. Przy case study, kandydat musi analizować dane, myśleć krytycznie i prezentować efektywne rozwiązania. Jest to szczególnie istotne w stanowiskach wymagających strategicznego myślenia, analizy danych lub zarządzania zespołem. Case study pozwala także ocenić umiejętności komunikacyjne i prezentacyjne kandydata, które są kluczowe w wielu branżach.

Kiedy przeprowadzić case study?

Studium przypadku jest stosowane zwykle  w końcowych etapach rekrutacji , kiedy mamy już wybraną grupę wyselekcjonowanych, najlepiej rokujących kandydatów. Wynika to z tego, że jest to metoda stosunkowo kosztowna. Może być przeprowadzana w czasie rozmowy kwalifikacyjnej lub podczas assessment center.

Studia przypadków w rekrutacji są powszechnie stosowane w wielu branżach: 

  • konsultingu zarządczym,
  • marketingu,
  • administracji publicznej,
  • outsourcingu. 

Coraz częściej stosują je też start-upy przy zatrudnianiu kluczowych pracowników (np. C-level, product managerów, marketing managerów). 

Najbardziej znane są case study przygotowywane przez firmy Wielkiej Czwórki (Deloitte, EY, KPMG, PwC), które od lat konsekwentnie wykorzystują studia przypadków w swoich procesach rekrutacyjnych i coraz więcej firm zaczyna iść za ich przykładem.

Minusy zadań typu case study w rekrutacji?

Case study to skuteczna metoda weryfikacji kompetencji i umiejętności kandydata, jednak nie jest pozbawiona wad. Przede wszystkim wymaga ogromnego zaangażowania czasu. Menedżer czy asesor musi przygotować takie studium przypadku, które będzie mogło pokazywać wybrane umiejętności. Z kolei uczestnik procesu musi poświęcić czas na wykonanie zadania. Następnie osoby biorące udział w rekrutacji muszą przeprowadzić analizę case study i ocenić to, jak kandydat sobie poradził.

Problemem, choć nieco rzadszym niż w przypadku próbnych zadań rekrutacyjnych, o których piszemy nieco więcej poniżej, jest również obawa kandydatów dotycząca kradzieży pomysłów, dlatego, mimo iż case study powinno dotyczyć konkretnego problemu, trzeba wybrać go tak, aby nie było obawy o późniejsze wykorzystanie pomysłu.

Rozwiązaniem jest tu:

  • wybór problemu abstrakcyjnego (niezwiązanego bezpośrednio z działalnością firmy)
  • wybór realnego problemu z przeszłości, który już został rozwiązany.

Niektóre firmy decydują się na zapłatę za udział w case study, aby kandydat, niezależnie od wyniku rekrutacji, nie czuł, że jego wiedza specjalistyczna jest wykorzystywana za darmo (tzw. rejection fee).

Jak przygotować case study?

1. Zastanów się, które kompetencje chcesz sprawdzić / potwierdzić. Wybierz nie mniej niż 3 i nie więcej niż 5.

2. Sięgnij do historii problemów na danym stanowisku, a jeśli ma to być nowa pozycja, zastanów się, jakie mogą być typowe wyzwania pracownika. Wybierz taką sytuację, która jest realna, częsta, a plan jej rozwiązania można przedstawić w 15-60 minut.

3. Rozpisz case study i przygotuj materiały pomocnicze. Upewnij się, że wybierasz temat, który:

  • można rozwiązać na więcej niż jeden sposób,
  • nie jest zbyt mocno związany z kulturą organizacji (której kandydat nie zna),
  • faktycznie bada kompetencje, które chcesz sprawdzić.

4. Przygotuj informację dla kandydata oraz arkusz oceny dla asesorów, który pomoże w ocenie rozwiązania zarówno pod kątem badanych kompetencji jak i i trafności, głębokości analizy oraz wartości proponowanego rozwiązania.

5. Podsumuj wyniki wraz z innymi informacjami zebranymi podczas rozmów kwalifikacyjnych.

Błędy przy przygotowywaniu case study na potrzeby rekrutacji

  • Zadanie, które wymaga wielogodzinnej analizy.
  • Problem, z którym aktualnie boryka się firma (istnieje wtedy ryzyko tego, że kandydat uzna, że jest wykorzystywany do wygenerowania pomysłów). Takie zadanie trudniej też ocenić.

Przykład case study na stanowisko HR & Recruitment Manager

Tak przygotowane case study pozwala zbadać to, czy kandydat: 

  • potrafi zdiagnozować problem (nieprawidłowa konstrukcja obecnego procesu),
  • wie, jak określić jakich informacji mu brakuje (proces onboardingu, metody selekcji),
  • zna różne metody selekcji i ich efektywność oraz potrafi dobrać je do potrzeb kandydatów, tak by wspierać candidate experience,
  • zaplanuje proces wielotorowo, weźmie pod uwagę budżet i inne dostępne zasoby itd. 

Case study, a inne metody w rekrutacji

Istnieją alternatywne metody zbierania danych o kandydacie. Często mylone z case study są zadania próbne oraz testy sytuacyjne. 

Studia przypadku, a próbne zadania rekrutacyjne

Zadania próbne w rekrutacji są stosowane w celu potwierdzenia określonych kompetencji kandydata. W odróżnieniu od case study skupiają się na badaniu wąskiej, ograniczonej liczby kompetencji , której dotyczy to zadanie. Zadaniem próbnym może być

  • analiza konkurencji, badająca umiejętność analizy i wiedzę na temat tego, jak przeprowadzić taką analizę
  • napisanie artykułu próbnego, by zbadać umiejętności tworzenia contentu,
  • przygotowanie harmonogramu pracy, które ma na celu sprawdzenie, czy kandydat lub kandydatka potrafią priorytetyzować zadania,
  • wykonanie zadania obliczeniowego, by sprawdzić, czy kandydat jest w stanie rozwiązać działanie matematyczne bez pomocy kalkulatorów czy komputera.

Case study jest o wiele obszerniejsze i wymaga wykonania kilku działań.

Jeśli zadanie próbne jest skonstruowane w taki sposób, że firma może mieć korzyść z jego wykonania (np. napisanie próbnego artykułu) to mimo tego, że jest realizowane w ramach rekrutacji, kandydat powinien otrzymać za nie wynagrodzenie. W przypadku case study rozwiązywanego podczas sesji assessment center czy rozmowy kwalifikacyjnej, większość firm nie wypłaca wynagrodzenia.

Studia przypadku, a testy sytuacyjne

Kompetencyjne testy sytuacyjne służą do badania tego, jak przypuszczalnie zachowa się kandydat w danej, hipotetycznej sytuacji. W przeciwności do case study,  w testach znajdują się w nich opisy sytuacji zawodowych i różnych możliwych reakcji na nie. Kandydat wybiera spośród proponowanych odpowiedzi.  W studium przypadku kandydat sam tworzy rozwiązanie sytuacji a możliwości postępowania są nieograniczone. 

Chcesz użyć w swojej rekrutacji ponad 25 różnych umiejętności, które zawierają testy sytuacyjne?

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  • HRD Case Studies

Table of Contents

Real-world scenarios provide valuable insights into the complexities of Human Resource Development (HRD). These HRD case studies offer a glimpse into challenges faced by organizations and how effective HRD strategies can lead to improved performance, employee engagement, and organizational success.

Case Study 1: Powering Employee Growth at XYZ Tech

Challenge: XYZ Tech faced high turnover due to limited growth opportunities. Employees felt stagnant in their roles, leading to disengagement and talent loss.

Solution: HRD implemented a competency-based framework, identifying skills required for advancement. Training and development programs were tailored to bridge skill gaps and empower employees for new roles.

Outcome: Employee retention improved, and internal promotions increased. A culture of continuous learning was established, enhancing employee morale and organizational performance.

Case Study 2: Navigating Diversity at GlobalCorp

Challenge: GlobalCorp struggled with diversity and inclusion, leading to communication barriers and low collaboration among teams.

Solution: HRD initiated diversity training to foster understanding and inclusivity. Cross-cultural communication workshops were conducted, addressing stereotypes and biases.

Outcome: Teams became more cohesive, harnessing diverse perspectives for innovation. Employee satisfaction rose, positively impacting overall company culture and productivity.

Case Study 3: Bridging Skill Gap at HealthFirst Hospital

Challenge: HealthFirst Hospital faced a gap between the skills of newly hired nurses and the demands of the job, affecting patient care quality.

Solution: HRD partnered with nursing schools to develop a bridge program. The program offered hands-on training and mentoring to recent graduates.

Outcome: The bridge program improved nurses’ practical skills and confidence. Patient satisfaction scores increased, reflecting the positive impact of HRD interventions.

Case Study 4: Fostering Leadership Pipeline at InnovateTech

Challenge: InnovateTech lacked a robust leadership pipeline, resulting in external hires for higher roles and demotivated internal talent.

Solution: HRD implemented a leadership development program, identifying high-potential employees and providing them with mentoring, coaching, and strategic assignments.

Outcome: The company built a strong internal leadership pool, reducing external hires. Employee morale improved as career growth prospects became more tangible.

Case Study 5: Agility Amidst Change at Transform Inc.

Challenge: Transform Inc. underwent a major restructuring, causing uncertainty and resistance among employees.

Solution: HRD designed change management workshops to address employees’ concerns. Open communication channels and interactive sessions helped in easing the transition.

Outcome: Employee buy-in increased, and resistance diminished. The company adapted more smoothly to the changes, maintaining productivity during the transition.

HRD case studies showcase the transformative power of effective human resource development strategies. By analyzing real-world challenges and solutions, organizations can glean valuable lessons to drive employee development, create inclusive cultures, bridge skill gaps, foster leadership, and navigate change successfully.

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Human Resource Development

1 Human Resource Development: An Overview

  • Meaning of HRD
  • Importance of HRD
  • Evolution of HRD
  • HRD Mechanisms
  • Issues and challenges in HRD
  • Role of top management in HRD

2 HRD Systems

  • The Concept of Human Resource Development System
  • Ten Commandments of HRD System
  • Components of HRD Systems
  • Subsystems of HRD System
  • Emerging New Sub-systems of HRD
  • Designing HRD System

3 HRD: Processes and Methods

  • The Concept of Human Resource Development Process
  • HRD Processes and HRD Climate Variables
  • Stages of HRD Framework
  • Inter-linkages of the HRD Processes and its
  • Outcome on HRD as well as on Organization
  • Case – Power Grid Corporation

4 HRD for Employees

  • HRD: Conceptual Development
  • Meaning and Definition of HRD
  • HRD for Managers
  • Functions of HRD Department for Employees

5 Role of HR Managers

  • Emerging issues faced by HRD Professionals
  • Role of HRD professionals in Organizations

6 Competency Mapping

  • Competency: Meaning and Definition
  • Classification of Competencies
  • Competency Mapping
  • History of Competency Mapping
  • Need for Competency Mapping
  • Significance of Competency Mapping
  • Competency Model
  • Competency Ice Berg Model
  • Holistic Competency Model
  • Approaches in development of Competency Model
  • Who identifies competencies?
  • Assessment Center

7 Analysis of Performance and Career Planning

  • Performance Management
  • Systems Theory and Human Performance
  • Historical Perspective of Behaviorism in Business and Industry
  • Concept and Definition of Career
  • Career Development Perspective
  • Career Transition and Choices
  • Career Anchors
  • Career Problems
  • Individual Strategies and Decision Making
  • Career Trends and rising employment trends in India 2020

8 HRD Culture and Climate

  • Defining Climate
  • HRD Climate and Organisational Climate
  • Elements of HRD Climate
  • Measurement of HRD Climate
  • Survey of HRD Climate in Indian Organisations
  • What Contributes of HRD Climate?

9 Counselling, Coaching and Mentoring

  • The Concept and Objectives of Coaching and Mentoring
  • The Basic Processes of Coaching and Mentoring
  • The Coaching Process
  • The Process of Mentoring

10 HRD in Industrial Relations

  • Defining Industrial Relations
  • Defining HRD/OD
  • HRD-OD-IR Linkage
  • Pressure for Change: Need for Integration of HRD and IR
  • Development Approach to Industrial Relations
  • Pre-requisite for a Successful HRD/OD Approach to IR
  • Developmental Mechanism for Improving IR

11 Emerging Trends and Perspectives

  • The business environment
  • The management challenges
  • Trends in HRD function
  • Sectoral trends

12 HRD Experiences

  • HR Planning and HRD
  • Job Description and HRD
  • Recruitment and HRD
  • Selection and HRD
  • Training and development and HRD
  • Talent management and HRD
  • Performance appraisal and HRD
  • Compensation and rewards development
  • Employee engagement and HRD
  • Ethics and HRD
  • Technology in HRD

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HR Training Resources

Human Resources Management Case Studies

A Guide to Human Resources Management Case Studies

Human Resource Management case studies provide valuable insights into the challenges faced by HR professionals in diverse workplaces. In this comprehensive guide, we will explore real-life examples of HRM in action, showcasing the strategies and solutions implemented to tackle various HR challenges.

Key Takeaways:

  • Human Resources Management Case Studies offer practical insights for HR professionals.
  • Real-life examples highlight strategies and solutions for overcoming HR challenges.
  • Case studies showcase the importance of effective HR strategies in organizational success.
  • Diverse scenarios demonstrate the application of HRM practices in different workplaces.
  • Continuous learning and adaptation are crucial for HR professionals to stay effective.

The Changing Landscape of HRM

In the rapidly evolving global business environment, Human Resources Management (HRM) is constantly adapting to new trends and challenges. From the emergence of emerging markets to the digitalization of workplaces, HR professionals have had to navigate through various obstacles to effectively manage their workforce. One of the most significant challenges in recent times has been the global COVID-19 pandemic, which has necessitated swift and innovative HR strategies.

To gain a deeper understanding of how organizations have successfully managed these changes and optimized their HR practices, we will delve into a range of case studies. These case studies provide valuable real-world examples that HR professionals can analyze and apply in their own organizations. By studying these HR case studies , professionals can learn from the experiences of others, gaining insights into successful strategies and approaches.

Utilizing HR case studies for analysis allows us to discover how organizations have leveraged HRM to overcome obstacles and adapt to new circumstances. These real-life examples showcase the diverse ways in which organizations have effectively managed HR challenges, providing valuable lessons and strategies for HR professionals across industries.

Company XYZ, a multinational technology firm, faced challenges in attracting and retaining top talent due to the fast-paced nature of the industry. To address this, they implemented a strategic HR initiative that focused on creating a flexible work environment, providing opportunities for professional development, and offering competitive compensation packages. As a result, the company experienced a significant reduction in employee turnover and an increase in employee satisfaction and productivity.

This case study highlights how HR professionals at Company XYZ were able to adapt to the changing landscape of HRM by implementing innovative strategies. By analyzing such success stories, HR professionals can gain valuable insights into the strategies and practices that drive organizational success.

  • HRM is constantly evolving to respond to new trends and challenges in the business world.
  • Case studies provide real-world examples of effective HR practices in managing change.
  • Successful organizations leverage HRM strategies to optimize their workforce and drive organizational success.
HR Challenge Organization Successful HR Strategy Outcome
Attracting and retaining top talent Company XYZ Creating a flexible work environment, providing professional development opportunities, offering competitive compensation packages Reduction in employee turnover, increased employee satisfaction and productivity

The Importance of Effective HR Strategies

Effective HR strategies are crucial for organizations to attract, retain, and develop top talent. By implementing strategic HR practices, companies can create a positive work environment that fosters employee engagement, productivity, and overall organizational success. In this section, we will explore case studies that highlight successful HR strategies implemented by companies across different industries, providing valuable insights for research and inspiration.

Case Studies: Success Stories in HR Management

Case Study 1: Company X

“Our HR strategy of prioritizing employee well-being and work-life balance has had a significant impact on our organizational culture. Through flexible work arrangements, wellness programs, and regular communication channels, we have seen a remarkable increase in employee satisfaction and productivity.”

Case Study 2: Company Y

“By investing in employee development and career progression, we have been able to attract top talent and retain key employees. The implementation of mentorship programs, training initiatives, and performance feedback systems has led to higher employee engagement and a stronger talent pipeline.”

Case Study 3: Company Z

“Our HR strategy focuses on promoting a diverse and inclusive workforce. Through targeted recruitment efforts, diversity training programs, and inclusive policies, we have successfully created a culture that celebrates and values diversity, leading to improved employee satisfaction and innovation.”

The Impact of Strategic HR Practices

These success stories demonstrate the tangible benefits of strategic HR practices. Organizations that prioritize effective HR strategies are better equipped to attract and retain top talent, foster employee engagement and satisfaction, and drive overall organizational success. By studying these case studies, researchers and HR professionals can gain valuable insights and inspiration to enhance their own HR practices and achieve similar levels of success.

By examining these HRM case studies for research and guidance, organizations can adopt successful strategies and adapt them to their unique contexts. The implementation of effective HR strategies is key to creating a thriving workplace culture that empowers employees, maximizes productivity, and ultimately drives the success of the organization.

Fundamental Concepts of HR Management

Before diving into Human Resources Management Case Studies , it is essential to have a solid understanding of the fundamental concepts that underpin HR management. This section will explore key definitions and concepts to provide a strong foundation for in-depth analysis of the case studies.

Definitions and Clarifications

Let’s start by clarifying some key terms:

  • Management : Refers to the process of coordinating and overseeing organizational resources to achieve specific goals and objectives.
  • Resources : In the context of HR, resources refer to the individuals who contribute to the organization’s success, including employees, contractors, and other stakeholders.
  • Role of a Manager : A manager is responsible for planning, organizing, directing, and controlling resources to achieve organizational goals and objectives. In the HR context, managers focus on effectively managing human resources.
  • Difference between Management and Administration : While the terms management and administration are sometimes used interchangeably, it is important to note the subtle distinctions. Management is concerned with the implementation of strategies and the coordination of resources, whereas administration involves the overarching policies, procedures, and regulations that govern the organization.

By understanding these fundamental concepts, we can delve deeper into the case studies and gain valuable insights into the challenges and solutions faced by HR professionals.

Inspiring Quote

“Management is doing things right; leadership is doing the right things.” – Peter Drucker

Key Definitions

Term Definition
Management The process of coordinating and overseeing organizational resources to achieve specific goals and objectives.
Resources Individuals who contribute to the organization’s success, including employees, contractors, and stakeholders.
Role of a Manager Responsibilities include planning, organizing, directing, and controlling resources to achieve organizational goals.
Management vs. Administration Management focuses on implementing strategies and coordinating resources, while administration involves overarching policies and regulations.

Management Functions and Responsibilities

Effective management is essential for HR professionals in their role of overseeing an organization’s human capital. Understanding the four basic functions of management – planning, organizing, directing, and controlling – is critical for HRM success. Each function contributes to the efficient and effective management of human resources, ensuring organizational goals are met.

Management Function Definition Application in HRM
Planning Setting objectives, developing strategies, and determining the actions required to achieve them. In HRM, planning involves assessing the organization’s future workforce needs, creating recruitment strategies, and forecasting employee development and training requirements.
Organizing Structuring and coordinating activities, resources, and personnel to achieve the organization’s objectives. HR managers organize the HR department’s structure, develop job descriptions, and establish reporting relationships to enable efficient HR operations.
Directing Leading and motivating employees to accomplish organizational goals. HR managers provide guidance, coaching, and feedback to employees, ensuring they understand their roles, responsibilities, and performance expectations.
Controlling Monitoring performance, comparing results against objectives, and taking corrective action when necessary. HR managers establish performance management systems, conduct performance evaluations, and implement corrective measures to address issues and improve organizational effectiveness.

In addition to these management functions, HR managers have specific responsibilities that contribute to the overall success of the organization. These responsibilities include:

  • Recruitment and selection of qualified candidates
  • Employee onboarding, training, and development
  • Creating and enforcing HR policies and procedures
  • Ensuring legal compliance in all HR practices
  • Managing employee relations and resolving conflicts
  • Designing and administering compensation and benefits programs
  • Developing and implementing employee engagement initiatives
  • Overseeing performance management and evaluation processes

Furthermore, HR plays a vital role in the administrative cycle of an organization. HR professionals are responsible for managing and maintaining accurate HR records, handling payroll and benefits administration, and ensuring compliance with employment laws and regulations.

By effectively executing their management functions and fulfilling their responsibilities, HR professionals contribute to the development and success of an organization’s human resources, driving overall organizational performance and productivity.

Skills and Competencies in HR Management

The success of an HR manager relies on a combination of technical skills and personal qualities. Understanding and mastering these essential skills and competencies is crucial for effectively managing human resources in any organization. Here, we will explore the key characteristics that distinguish an effective HR manager and how they contribute to success in HR management.

1. Integrity

Integrity is the foundation of trust in any HR department. HR managers must demonstrate honesty, transparency, and ethical behavior in all aspects of their work. By upholding high ethical standards, HR managers cultivate a culture of integrity, ensuring fair and unbiased treatment of employees and fostering a positive work environment.

2. Flexibility

Flexibility is essential in an ever-changing business landscape. HR managers must adapt to evolving workplace dynamics, industry trends, and technological advancements. This includes being open to new ideas, embracing change, and continuously updating HR strategies to align with organizational goals and employee needs.

3. Resilience

HR managers often face challenging situations that require resilience and the ability to navigate complex issues. They must stay composed in difficult times, effectively manage conflicts, and find creative solutions to address HR challenges. Resilient HR managers are invaluable assets to organizations, as they can lead teams through change and uncertainty, ensuring continuity and stability.

4. Proactivity

Successful HR managers are proactive in identifying potential issues before they escalate. They anticipate future needs and create proactive strategies to address them. By staying ahead of the curve, HR managers can plan and implement initiatives that support employees’ growth, well-being, and overall job satisfaction.

“Proactive HR managers take a proactive approach to identify potential pitfalls early on, allowing organizations to prevent problems rather than just managing them when they arise.”

In addition to these personal qualities, HR managers must possess a range of technical skills to effectively manage human resources. Some of these skills include:

  • Recruitment and selection
  • Training and development
  • Performance management
  • Employee relations
  • Compensation and benefits
  • HR data analysis

To exemplify these skills and competencies, let’s take a look at a real-life HR case study:

Case Study: Improving Employee Retention Description
Background An organization was experiencing high employee turnover rates, resulting in increased recruitment costs and a negative impact on productivity and morale.
Competencies Used The HR manager initiated a comprehensive employee retention program that included conducting surveys to identify the underlying causes of turnover, implementing targeted training and development programs, and introducing a reward and recognition system to acknowledge outstanding employee performance.
Results The retention program led to a significant decrease in employee turnover, improved job satisfaction, and increased employee engagement. This, in turn, positively impacted the organization’s overall performance and bottom line.

By analyzing such HR case studies , aspiring HR professionals and organizations can gain valuable insights into the practical application of skills and competencies in HR management.

Now that we have explored the essential skills and competencies in HR management, it is clear that successful HR managers possess a unique blend of personal qualities and technical skills. These individuals play a vital role in driving organizational success by effectively managing human resources and fostering a positive work environment.

Employee Motivation and Engagement

Motivated and engaged employees are essential for organizational success. In this section, we will explore the crucial role of HR in motivating employees and fostering a culture of engagement. By examining real-life case studies, we will identify effective strategies and initiatives implemented by organizations to boost employee motivation and engagement.

Motivation through Recognition

Employee recognition is a powerful tool for motivating and engaging employees. Organizations that prioritize recognition programs create a culture of appreciation and reinforce desired behaviors. Case studies highlight the impact of tailored recognition programs on employee satisfaction, morale, and performance.

Professional Development and Growth

Providing opportunities for professional development and growth is another key driver of employee motivation and engagement. Organizations that invest in training, mentorship programs, and career advancement opportunities empower employees to enhance their skills and fulfill their potential. Real-life examples demonstrate how these initiatives contribute to higher employee satisfaction and loyalty.

Well-being Initiatives

Employee well-being initiatives play a vital role in nurturing a positive work environment and enhancing motivation. By offering wellness programs, flexible work arrangements, and promoting work-life balance, organizations prioritize the holistic well-being of their employees. Case studies highlight the positive impact of these initiatives on employee engagement, productivity, and overall satisfaction.

Effective Communication

Open and transparent communication is integral to fostering motivation and engagement among employees. Organizations that prioritize effective communication channels, including regular feedback, town hall meetings, and collaborative platforms, create an environment of trust and inclusion. Real-life examples demonstrate how improved communication positively influences employee engagement and overall organizational performance.

“Effective employee motivation and engagement are the cornerstones of a thriving organization. By examining real-life case studies, HR professionals and organizations can gain valuable insights into successful strategies and initiatives that fuel motivation and foster meaningful employee engagement.”
Case Study Organization Key Strategies Results
1 XYZ Company Implementing a peer recognition program, providing opportunities for skill development through internal training, offering flexible work arrangements Increased employee satisfaction by 25%, improved retention rates, and enhanced overall productivity
2 ABC Corporation Launching a wellness program, promoting work-life balance through flexible scheduling, establishing clear communication channels Boosted employee engagement by 20%, reduced absenteeism, and improved employee well-being
3 DEF Organization Encouraging continuous learning and development, providing career advancement opportunities, fostering a culture of open feedback Increased employee motivation by 30%, improved talent retention, and enhanced overall organizational performance

The case studies above demonstrate how organizations have successfully implemented strategies to motivate and engage their employees. By leveraging recognition, professional development, well-being initiatives, and effective communication, these organizations have created a positive work environment that drives employee satisfaction, productivity, and loyalty.

Strategies for Effective HR Management

HR professionals play a critical role in developing and implementing effective HR strategies. By analyzing real-life case studies, we can gain valuable insights into HR best practices. These case studies highlight successful strategies in key areas such as:

Recruitment and Selection

Training and development, performance management, compensation and benefits, labor relations.

Let’s explore how organizations have utilized these strategies to optimize their HR practices and achieve their business objectives.

“The key to effective HR management lies in understanding the unique needs and challenges of your organization. By analyzing case studies, we can gain valuable insights and tailor our strategies to drive employee engagement, productivity, and organizational success.”

Effective recruitment and selection processes are crucial for attracting and hiring top talent. Case studies in this area often showcase innovative methods used to identify and attract qualified candidates. From leveraging technology platforms for applicant screening to implementing targeted recruitment campaigns, organizations have successfully optimized their hiring processes.

Investing in employee training and development is essential for enhancing skills and fostering long-term growth. By examining case studies in this domain, we can learn from organizations that have successfully implemented comprehensive training programs, mentorship initiatives, and continuous learning platforms. These strategies contribute to a skilled and motivated workforce.

Effective performance management systems align individual and team goals with organizational objectives. Case studies in this area often highlight organizations that have implemented performance measurement frameworks, regular feedback systems, and performance-based incentives. This data-driven approach ensures transparency, fairness, and continuous improvement.

Strategic compensation and benefits programs attract, retain, and motivate talented employees. Case studies demonstrate how organizations have designed competitive salary structures, employee recognition programs, and comprehensive benefits packages. These initiatives contribute to higher employee satisfaction, engagement, and overall organizational performance.

Managing labor relations requires effective communication, negotiation, and conflict resolution skills. Case studies in this area offer insights into organizations that have successfully fostered positive relationships with unions, implemented fair labor practices, and resolved labor disputes amicably. These examples highlight the importance of proactive labor management strategies.

By learning from these case studies and applying the demonstrated strategies, HR professionals can optimize their HR management practices and create a positive impact on organizational success.

HR Management Strategy Case Study Example
Recruitment and Selection XYZ Company’s Innovative Hiring Practices
Training and Development ABC Corporation’s Comprehensive Employee Training Program
Performance Management DEF Inc.’s Data-Driven Performance Evaluation System
Compensation and Benefits 123 Organization’s Employee Recognition and Rewards Program
Labor Relations MNO Corporation’s Successful Union Negotiation Process

These case studies showcase the application of effective HR management strategies in different organizations. They provide practical examples of how organizations have achieved success by implementing various strategies tailored to their unique needs and challenges.

Leveraging HR Technology

HR technology has revolutionized HRM processes, enabling organizations to streamline operations and enhance efficiency. By leveraging the power of technology, HR professionals can optimize their strategic decision-making and ensure a seamless employee experience.

Let’s examine some insightful case studies that illustrate the successful implementation and utilization of HR technology. These examples demonstrate how organizations have harnessed the potential of HRIS (Human Resource Information System), talent management software, and data analytics tools to drive meaningful outcomes and achieve their HR objectives.

Case Study 1: Enhancing Recruitment with HRIS

In this case study, Company ABC implemented an HRIS software to streamline their recruitment process. The software automated job posting, applicant tracking, and resume screening, significantly reducing the time and effort spent on manual tasks. With the implementation of HRIS, the HR team at Company ABC experienced a 40% reduction in time-to-hire and an improvement in the quality of hires.

“The HRIS software has transformed our recruitment process, allowing us to focus on strategic talent acquisition. The automation and advanced analytics capabilities have enabled us to make data-driven decisions and hire top talent efficiently.” – Sarah Thompson, HR Manager, Company ABC

Case Study 2: Optimizing Performance Management with Talent Management Software

In this case study, Company XYZ adopted a talent management software platform to streamline their performance management process. The software offered features such as goal setting, continuous feedback, and performance analysis, empowering managers and employees to take a more proactive approach to performance improvement. As a result, Company XYZ experienced a significant increase in employee engagement and aligned performance goals across the organization.

“The talent management software has revolutionized our performance management process. It has fostered a culture of continuous feedback and empowered our employees to take ownership of their professional growth. The transparent performance analytics have enabled us to identify and reward top performers effectively.” – John Davis, HR Director, Company XYZ

Case Study 3: Leveraging Data Analytics for Strategic Decision-Making

In this case study, Company DEF implemented advanced data analytics tools to gain insights into their HR processes. By analyzing data related to employee engagement, turnover rates, and performance metrics, the HR team at Company DEF could identify trends, patterns, and areas for improvement. This strategic use of data analytics enabled Company DEF to make informed decisions and implement targeted HR interventions, resulting in improved retention rates and increased productivity.

“Data analytics has been a game-changer for our HR department. By leveraging actionable insights from our HR data, we have been able to proactively address employee concerns, enhance our talent acquisition strategies, and design targeted training programs. Our data-driven approach has significantly contributed to our overall organizational success.” – Lisa Johnson, HR Manager, Company DEF

These case studies demonstrate how organizations can harness the potential of HR technology to drive efficiency, improve decision-making, and enhance the employee experience. By leveraging the right combination of HRIS, talent management software, and data analytics tools, HR professionals can transform their HR practices and contribute to the strategic objectives of the organization.

Leveraging HR technology is essential in today’s digital era, where technology continues to shape the future of work. By staying informed about the latest HR technology trends and exploring case studies, HR professionals can identify opportunities for innovation and drive impactful HR initiatives.

Now, let’s explore another critical aspect of HR management – diversity and inclusion.

Diversity and Inclusion in HR Management

In today’s diverse workforce, creating an inclusive environment is essential for effective human resources management. Organizations that prioritize diversity and inclusion benefit from improved employee satisfaction, increased productivity, and enhanced innovation. Let’s explore some real-life examples of HRM case studies that highlight the successful efforts of organizations to foster diversity and inclusion within their workforce.

Case Study 1: XYZ Company

XYZ Company, a global technology firm, recognized the value of diversity and inclusion in driving organizational success. They implemented a comprehensive diversity program that focused on recruiting and retaining employees from diverse backgrounds. By promoting a culture of inclusion through training, mentorship, and employee resource groups, XYZ Company witnessed a significant increase in employee engagement and creativity. This case study demonstrates the positive impact of diversity and inclusion initiatives on overall organizational performance.

Case Study 2: ABC Corporation

ABC Corporation, a leading retail company, recognized the importance of diversity and inclusion in meeting the needs of their diverse customer base. They implemented unconscious bias training for their hiring managers and implemented policies to ensure equal opportunities for all employees. As a result, ABC Corporation experienced improved employee satisfaction, reduced turnover rates, and a boost in customer loyalty. This case study exemplifies the positive outcomes that can be achieved through a commitment to diversity and inclusion in HR management.

By analyzing these HRM case studies , organizations can gain valuable insights into successful diversity and inclusion initiatives. Implementing similar strategies, such as targeted recruitment efforts, inclusive policies, and diversity training programs, can help companies create a more inclusive and diverse workforce, fostering a culture of innovation and success.

Incorporating diversity and inclusion into HR management practices is not only a legal and moral imperative, but it also leads to tangible business benefits. Organizations that embrace diversity and create an inclusive workplace are better equipped to attract top talent, retain employees, and drive innovation. By learning from these HRM case studies , organizations can develop effective strategies to foster diversity and inclusion, ultimately contributing to their long-term success.

Adapting HR Practices in Times of Crisis

In times of crisis, such as economic downturns or natural disasters, HR professionals face unique challenges that require them to adapt their practices quickly and effectively. By analyzing HRM case studies that showcase organizations’ responses to crises, we can gain valuable insights into the strategies and approaches they employed to navigate through turbulent times and emerge stronger.

The Importance of Flexibility

One key lesson we can learn from HR case studies in times of crisis is the importance of flexibility. Organizations need to be agile and responsive to rapidly changing circumstances. HR professionals play a vital role in proactively adjusting HR practices, policies, and procedures to meet the immediate needs of employees and the organization as a whole.

“During the global financial crisis of 2008, XYZ Corporation faced severe economic challenges that threatened its survival. The HR team swiftly implemented cost-cutting measures, including a freeze on hiring and salary reductions, while carefully balancing employee morale and engagement. Through open communication and transparent decision-making, XYZ Corporation managed to weather the storm and emerge with a more resilient workforce.”

By adopting a flexible approach, HR professionals can help organizations navigate through turbulent times, mitigate the impact on employees, and position the company for recovery and future growth.

The Power of Resilience

Resilience is another critical factor in adapting HR practices during a crisis. HR professionals need to demonstrate resilience in the face of uncertainty and guide employees through challenging times. By instilling confidence, providing support systems, and fostering a sense of unity, HR managers can help organizations withstand the pressures of a crisis and emerge stronger.

Resilience can be seen in action through the implementation of employee assistance programs, mental health initiatives, and crisis communication plans. These measures help employees navigate the emotional and psychological challenges brought on by the crisis, ensuring their well-being and enabling them to contribute effectively to the organization’s recovery efforts.

Proactive Planning for Future Crises

The best HR case studies in times of crisis highlight the importance of proactive planning. While crises may be unexpected, organizations can anticipate potential challenges and develop contingency plans to address them swiftly and efficiently. By anticipating various scenarios and regularly reviewing and updating crisis response strategies, HR professionals can position their organizations for success even in the face of uncertainty.

In addition to crisis preparedness, proactive planning involves identifying key skills and competencies that will be crucial in future crises. By integrating training programs, succession planning, and talent management initiatives into their HR practices, organizations can ensure they have the capabilities necessary to navigate through any crisis that may arise.

Table: Strategies for Adapting HR Practices in Times of Crisis

Strategy Description
Flexible workforce Implementing measures like remote work, flexible scheduling, and job sharing to accommodate changing needs and maintain business continuity.
Transparent communication Establishing open and honest communication channels to keep employees informed about the organization’s response, plans, and any changes that may affect them.
Employee support Providing resources, such as mental health programs, financial assistance, and wellness initiatives, to support employees’ well-being during challenging times.
Adaptive learning and development Investing in employee training and development programs that equip them with the skills and knowledge needed to adapt to new challenges and evolving roles.

Adapting HR practices in times of crisis requires a combination of flexibility, resilience, and proactive planning to ensure the well-being of employees, maintain productivity, and secure the organization’s long-term success.

Human Resources Management Case Studies provide HR professionals with valuable insights into real-world challenges and innovative solutions. By analyzing these examples, organizations can learn from best practices and optimize their own HR strategies. The showcased case studies highlight the diverse scenarios that HR professionals face and the creative approaches they employ to overcome obstacles.

Continuous learning from these experiences enables HR professionals to enhance their skills and contribute to the overall success of their organizations. These case studies serve as a source of inspiration, demonstrating the importance of adaptability, strategic thinking, and effective HR management.

By embracing the lessons learned from Human Resources Management Case Studies, HR professionals can strengthen their expertise, foster employee engagement, and drive organizational growth. These real-life examples reaffirm the significance of HRM for businesses in today’s dynamic and ever-evolving corporate landscape.

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People Analytics: 5 Real Case Studies 

Data is essential to an organization’s growth and profitability. HR analytics turns the focus inwards on one of the biggest determining factors of a company’s success: their employees. Collect and analyze data about the talent within your organization and get the insights you need to increase productivity, reduce waste, and capitalize on unique opportunities. 

As a leading expert in employee feedback solutions, Effectory encourages a data-driven approach to identifying opportunities for improvement within organizations. This includes refining strategies to hire the right talent, designing individual employee development plans, and enhancing employee engagement. We’re always available to talk with you about how we can make people analytics work for your organization.  

This article will, first, outline the steps to implementing an effective people analytics strategy and, second, explore case studies from five prominent organizations that highlight the different ways in which HR analytics can be used to improve your business outcomes. 

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The steps in an HR analytics strategy 

Organizations need to have clearly defined processes to gather data, analyze it, identify patterns, and turn those insights into actionable initiatives. Though the terms are similar, HR reporting and HR analytics are not, in fact, interchangeable. They are actually the first and final steps, respectively, in the three-part process of people analytics. 

1. Reporting  

HR reporting is the foundation of people analytics, bringing together all the data your organization has tracked. 

HR reports are objective and factual. They present data in a digestible way to highlight patterns, but do not derive conclusions. 

2. Analysis  

HR analysis is the investigative phase where your team draws connections among data points and develops hypotheses. 

During analysis, you may need to identify gaps in available data and fill them in using new tools and initiatives like surveys, employee interviews, or game-like personality tests. 

3. Analytics  

This is where the people-data, HR reports, and analysis come together to give you a definitive picture of the problem or opportunity your organization is facing. Data and hypotheses are structured through analytics to provide actionable insights. 

What is predictive people analytics?

How HR can lead business success

How HR can lead business success

HR and employee listening are crucial to business success. Here is how employee insights can help your organization.

The following step-by-step guide is another way to map out the people analytics process: 

  • Identify opportunities or areas for improvement 
  • Establish performance metrics 
  • Collect data 
  • Identify relevant patterns and develop hypotheses 
  • Fill the data gaps 
  • Analyze the results 
  • Implement data-driven strategies 

Here are five real-world case studies that demonstrate different ways in which businesses have used people analytics to improve their bottom line. 

Johnson & Johnson: Experience and retention 

Area for improvement: American multinational Johnson & Johnson was looking to improve both employee performance and retention. At the time, their recruiters prioritized candidates with job experience in the industry, assuming they were more likely to stay with the company and would be quicker to make significant contributions. As a result, the company experienced a 10 percent decrease in new hires who had recently graduated from college.

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The State of Employee Retention

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Data and analysis: Challenging these assumption, HR and the people analytics team at Johnson & Johnson compiled data on 47,000 employees to test the link between experience and turnover. The data revealed that employees hired right out of college actually remained with the organization “significantly longer” than more experienced candidates. Furthermore, there was no significant difference between the two groups’ contributions to the company. Their new hypothesis is that Johnson & Johnson’s two-year leadership development program may help reduce turnover among recent graduates.    Analytics and outcome: Based on the people analytics, Johnson & Johnson increased hires of new graduates by 20 percent, effectively reducing turnover while maintaining performance. 

HR analytics case studies Effectory

Clarks: Employee engagement 

Area for improvement: C. & J. Clark is a British shoe manufacturer and retailer with approximately 1400 locations and over 13,000 employees. According to Chief People Officer, Belinda Deery, Clarks already had high levels of employee engagement relative to their industry but were looking to maximize return on investment, especially at the store level.    Data and analysis: The HR analytics team used 450 data points to get an accurate picture of the relationship between employee engagement and overall business performance. The report and subsequent analysis revealed that for every 1 percent increase in employee engagement, business performance increased by 0.4 percent, confirming the correlation and the value of employee engagement. The analytics team also collected additional data from the company’s 100 best-performing stores. 

Analytics and outcome: The combined findings of this two-step people analytics initiative enabled Clarks to implement multiple effective changes and programs that improved engagement and increased business performance. First, they drafted a replicable schema to create high-performing stores, including the ideal team size for optimum efficiency. The company also designed a store management development program and put together an employee engagement toolkit for managers. The CPO reported positive ongoing results after implementing these initiatives. 

Global Employee Engagement Index™

Global Employee Engagement Index™

A comprehensive overview of employee engagement with benchmarks from 57 countries with essential lessons for your HR strategy .

Credit Suisse: Predicting turnover 

Area for improvement:  

Credit Suisse is a financial services company based in Switzerland that employs over 47,000 people. To reduce turnover, they tried to predict which employees were most likely to leave the company and when. It’s been estimated that the cost of replacing an employee can be anywhere between 30 and 400 percent of an employee’s salary, depending on seniority and experience. This is a substantial loss for a company the size of Credit Suisse. 

Data and analysis:   Because the Credit Suisse workforce is so large and since they have strong data tracking practices, the analytics team had substantial information on who left the company, why, and after how long. The team dug deeper to explore “the specific circumstances prior to the points of departure” by tracking over 40 variables, such as performance ratings, the time spent in a given role, and the size of an employee’s team. 

Analytics and outcome:   The resulting predictive people analytics model gave Credit Suisse the ability to accurately predict how likely an employee is to leave the organization in the next year based on as few as ten indicators. With these predictors, Credit Suisse is able to identify risk factors and address these issues with employees before they result in attrition. 

Use the insights of departing employees to uncover hidden truths about your organization and minimize further unnecessary departures.

E.On: Absenteeism 

Based in Essen, Germany, E.On is an electric company that employs approximately 78,000 people. When absenteeism rose above the acceptable benchmark set by their HR department, E.On used people analytics to determine the factors driving increased unscheduled time off. Depending on whether an employee is paid hourly or with an annual salary, absenteeism can cost a business anywhere between $2,660 and $3,600 per employee, annually. For an organization of E.On’s size, that potentially adds up to hundreds of millions of dollars. 

Data and analysis:   The people analytics team at E.On put together 55 hypotheses. Based on the available data, the team tested 21 hypotheses and finally validated 11 of them. What they found was that the duration and timing of vacation had the biggest impact on the frequency of unplanned time off for the rest of the year. Contrary to popular belief, employees selling back their vacation time to the company did not appear to have any statistically significant impact on absenteeism. 

Analytics and outcome: Based on these insights, E.On implemented policy changes that encouraged managers to be more accommodating with how employees schedule time off. Employees are encouraged to schedule multiple breaks throughout the year with at least one larger vacation—a combination that reduces absenteeism. The findings from this people analytics initiative also provided the HR team with additional insights they can use to test other variables in the future. 

HR analytics Effectory

Cisco: Choosing an office location 

Area for improvement: This multinational technology conglomerate based out of San Jose, California employs over 75,000 people. When the time came to open a new regional office, the company used people analytics to determine the best building and location for it. The goal was to avoid wasted space, create a positive work environment for employees, and attract the right talent to the organization.    Data and analysis:   With 266 Cisco offices across 87 countries, their People Planning, Analytics and Tools department were able to source data about office usage rates and average costs within the organization. Senior Director Ian Bailie and his team also looked at the building’s neighborhood and the location’s community to evaluate their respective potential impact on business performance. Most importantly, the analytics team explored the availability of talent, specifically from neighboring universities, relative to the number of competitors in the area. 

Analytics and outcome: Because of Bailie and his team’s findings, the company decided to go with a different location than they first had their eye on. Their research found that the original choice would have left the recruitment team struggling to fill the necessary roles. The findings also changed Cisco’s process for opening new offices by bringing people analytics into the discussion much earlier. Planning, staffing, and operating new offices became much more resource efficient. 

These are just a few real-world examples of how HR analytics can be used to improve business outcomes. People analytics focuses on an organization’s most valuable resource, its employees, and empowers them to do their best work to benefit the company and its larger goals. Prioritize data and regular reporting to gain meaningful insights and actionable takeaways. Talk to Effectory today to make people analytics a key part of your HR strategy . 

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Lighthouse Research & Advisory

Ben Eubanks is the Chief Research Officer at Lighthouse Research & Advisory. He is an author, speaker, and researcher with a passion for telling stories and making complex topics easy to understand.

His latest book Talent Scarcity answers the question every business leader has asked in recent years: “Where are all the people, and how do we get them back to work?” It shares practical and strategic recruiting and retention ideas and case studies for every employer.

His first book, Artificial Intelligence for HR , is the world’s most-cited resource on AI applications for hiring, development, and employee experience.

Ben has more than 10 years of experience both as an HR/recruiting executive as well as a researcher on workplace topics. His work is practical, relevant, and valued by practitioners from F100 firms to SMB organizations across the globe.

He has spoken to tens of thousands of HR professionals across the globe and enjoys sharing about technology, talent practices, and more. His speaking credits include the SHRM Annual Conference, Seminarium International, PeopleMatters Dubai and India, and over 100 other notable events.

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Best practices: 10 most popular case studies of 2019

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A compressed workweek that drove employee engagement, an "unbossed" leadership approach to employer branding,  and the use of robotics to save nine man days -we've heard about it all this year.

To recap, this special edition of the HR Bulletin showcases 10 of our most popular case studies of 2019, featuring the tried-and-test best practices of Experian, Shopee, BAT Singapore, and more.

1. How foodpanda is overcoming the matter of people working "systematically long hours"


As part of a special feature we did this year on work-life harmony, hear from Managing Director Luc Andreani , a line manager, and a Millennial on what integrating work and life really means, and how foodpanda's flexible working initiatives focus on the quality of work produced, over the number of hours clocked in.

[ Read the full case study here ]

2. How an "unbossed" leadership approach drives Novartis' employer branding journey


In this exclusive , Jason Tan, Head of HR for People and Organisation, Novartis , sheds light on the firm's "unbossed" philosophy, and how this approach to employer branding led to a series of D&I and CSR initiatives for the greater good.

3. How British American Tobacco Singapore reduced absenteeism by 23%

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Rather than focusing on fixed targets, BAT creates a culture where employees are empowered to make conscious choices towards their health,  Mausami Arora, Head of HR, British American Tobacco Singapore , shares.

4. How Shopee has trained over 450 leaders across the region for a learning culture

case study dla hr

Lim Teck Yong, Shopee's Head of Regional Operations and People Team , speaks on the online marketplace's competency-based, systematic and holistic approach towards leadership development for both new and experienced leaders.

[Read the full case study here]

5. How AXA Affin GI's compressed workweek drives high employee engagement


Anuradha Purbey, People Function Director for Southeast Asia, Aviva , is tapping on technology to create capacity for accelerating business growth . Here's how the team got started on this journey.

Interviewees' photos / providedLead image / xxStock photo / iStock

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AI HR Case Studies: Lessons from the Front Lines

AI HR Case Studies: Lessons from the Front Lines

Ai hr case studies: essential insights from the vanguard of hr innovation, revolutionizing hr: the ai integration.

In the fast-paced world of human resource management, artificial intelligence (AI) is more than just a buzzword—it's a transformative force reshaping the landscape. But beyond the hype, how are companies truly leveraging AI in HR ? This is the question at the heart of our exploration into AI HR case studies, providing a window into the hard-won victories and key lessons from early adopters of this technology.

AI playbook device

Let's consider the real impacts of these advancements. Are AI tools like AI HR Chatbots and AI for HR Professionals truly up to the task of streamlining operations without compromising the human touch? What can AI HR Analytics tell us about the future of workforce management, and even more tantalizing, can we anticipate an era where AI HR Virtual Assistants handle even the most complex HR tasks?

Evaluating AI's Role in the HR Landscape

From recruitment to employee experience, AI's infiltration into the HR sector is no longer theoretical, it’s operational. Case studies highlight organizations that have successfully deployed AI to enhance their HR AI Applications , some even venturing into the realm of Conversational AI in HR . But how smooth is the path towards AI in HR Recruitment , and is the proclaimed efficiency in AI HR Management truly within reach?

These real-world examples also shed light on critical hurdles, such as navigating the Challenges of AI in HR or addressing sensitive matters like AI and HR Ethics . The discussion isn't complete without considering these pivotal aspects—AI isn't just an operational consideration; it's a matter of ethos and approach.

The Human Element: More Than Just Analytics

Despite AI's mechanized backbone, the human element remains at the forefront of these discussions. The case studies we examine don't just count clicks or clock efficiency gains—they delve into the AI Employee Experience . Can AI truly capture the nuance of human interaction enough to foster connection, or does it risk creating a sterile environment devoid of the personal touch?

HR professionals often wrestle with the question, " Can AI Replace HR? " These case studies provide a nuanced answer. The future, it seems, may be less about replacement and more about enhancement—AI as a tool in the hands of savvy HR experts.

Case Study Snapshots: A Glimpse into AI-Enhanced HR Achievements

By dissecting these case studies, we get a front-row seat to the trials and triumphs of AI HR Companies and startups. The successes are noteworthy—from improved hiring accuracy to hyper-personalized employee development programs. But the lessons learned are even more valuable, providing a roadmap for those embarking on the AI journey.

Often, these narratives revolve around AI for HR Efficiency , highlighting how AI streamlines routine tasks, freeing human HR professionals to focus on more strategic initiatives. Take, for example, AI in Payroll and HR , where accuracy and compliance are paramount; AI's computational prowess proves invaluable.

AI HR Case Studies: Lessons from the Front Lines

Adoption and Adaptation: Overcoming the AI Learning Curve

The initial adoption phase featured prominently within these case studies, opening the dialogue on the practicalities of integrating AI HR Software Solutions . The insight? Anticipation may run high, but the devil is in the detail of deployment.

Organizations tout the benefits of tools like the Applaud People Portal , which promises to streamline employee interactions with intuitive design akin to consumer tech. Yet, the assimilation of such solutions uncovers the importance of a tailored approach—piggybacking on our natural human intuition for tech engagement.

Measurement Matters: Quantifying AI's Impact

Another consistent theme across these examples was the imperative to measure the impact of AI. With Applaud's Analytics , organizations can tap into advanced metrics to gauge success and inform continuous improvement. The cases underscore a simple truth: What gets measured gets managed—and potentially, gets mastered.

Technological Symbiosis: AI and the Continuing Role of HR

The analysis of AI's efficacy in the HR realm confirms a promising symbiotic relationship. Rather than phasing out human input, AI stands to amplify HR capabilities. Tools like Applaud's AI assistant act as the quintessence of this partnership, where complex tasks are distilled into conversations, possibly heralding a new era for AI HR Virtual Assistant roles.

Fostering the Future: AI HR Trends and Pioneers

Nevertheless, the narration wouldn't be complete without turning our collective gaze towards trends shaping the landscape. These case studies lay the groundwork for anticipating the Future of AI in HR . Will AI HR Startups continue to blaze the trail, or will established players pivot and dominate with AI HR Tech Trends ?

Escalating interest in options like Applaud's Creator Platform signals a shift towards scalable, customizable solutions. These platforms aren't merely tools; they're innovation ecosystems, enabling HR departments to script their own digital transformations.

Navigating the Ethical Terrain of AI in HR

No evaluation would be honest without weighing the ethical dimensions. When it comes to AI and HR Ethics , the case studies reveal an arena fraught with complexity. From diversity in hiring algorithms to privacy concerns in employee monitoring, the lessons illustrate the perennial need for vigilance and ethical frameworks.

The adoption of AI in HR isn't a blind march forward—it's a thoughtful stride, considering the gravity of its impact on our most crucial asset: people. Tackling concerns head-on, with initiatives like ethics committees and AI transparency reports, proves not just prudent but necessary.

Delving Deeper: Future Directions and Final Thoughts

In closing, the synthesis of these AI HR case studies affords us a balanced viewpoint. The advancements are real, and the benefits tangible. Yet, the path is dotted with considerations—from the seamless integration of systems to the maintenance of human-centric services.

As we harness AI's potential, complementary solutions appear on the horizon. Innovative integrations, touted by platforms like Applaud's Integration capabilities , hold the promise of a more interconnected and fluid HR tech ecosystem. It’s here, at the confluence of human savvy and AI efficiency, that the future of HR is being forged.

The excitement of engaging with such pioneering technology is palpable, yes, but it's the promise of effortless, elegant operation that truly inspires. So, as we embark on this journey of digital transformation, let's remember: the most sophisticated technology not only solves problems but does so with a human touch—a nod to the delight and efficiency that can, and should, coexist.

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Published December 12, 2023 / by Applaud

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Culture transformation to deliver greater impact

How DLA Piper is transforming its culture to deliver greater impact for clients

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Like many industries, the legal sector is facing a variety of disruptive challenges – from digital transformation to ever changing client expectations.

Global law firm DLA Piper – named Most Innovative Law Firm at the FT Innovative Lawyers Europe Awards 2021 – saw an opportunity not only to address these challenges head on, but to capitalise on them to build stronger and more innovative client relationships. The result is an organization-wide Radical Change programme.

The programme is designed to fundamentally change the way the firm operates and enable it to better meet client needs by embedding new mindsets and ways of working, embracing new technologies, and developing and expanding its services.

We were delighted to partner with DLA Piper to deliver one of the key strands of their Radical Change programme; Design Thinking. But it was clear from the outset that some ‘off the peg’ design thinking training was not going to deliver the radical change DLA Piper was looking for.

Working as a joint team, we agreed a brief to develop a framework, tools, training and support programme that resonated with lawyers and legal support staff, in order to drive change centred around what clients really want.

This ongoing project has led to a whole host of positive results for DLA Piper, including new client relationships, genuine co-creation between lawyers and their customers, and a shift in mindset amongst internal teams.

To find out more, read the full case study .

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Case Study: HR as a Vital Catalyst for Company Success

Updated: Jan 7, 2018

Reinvent Recruiting and Select those Who Will Thrive

Align incentives with the purpose, redesign performance reviews, human resources fuels the engines of growth.

was the senior co-founder of Stryker Corporation’s EMS equipment business. He led that business to astounding growth while pioneering breakthrough technologies that revolutionized patient handling for ambulance services around the globe. He is also a West Point distinguished graduate and the author of the highly-acclaimed book

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10 Steps to Write a HR Case Study


My sister always looks forward to when she will cease to be a student. I can only imagine her joy from the countless times I have heard her yapping about it. But I barely blame her; she has all the rights to wait for that time.

Being a student often feels like a necessary evil that you can barely wait to be over with. Many situations make the wait feel longer than it seems. An example is HR case study writing. But it doesn’t have to be that way. It is said that if you can’t beat them, join them. The same goes. If it is too unnerving, learn its ways and be the pro.

What is an HR case study?

If you may be interested in business studies, then this may not be a new phrase you’ve heard of.

A case study analysis is a form of academic writing which analyses a situation, event, place, or person to form a conclusion. They are valuable for phenomena that can’t be studied in a laboratory or quantitative methods. HR case studies play vital roles in human resource management, personnel management, and other related courses. They include a detailed description of a simulated or real-life decision-making scenario. They also aim at enhancing decision-making skills, managerial competency, and problem-solving skills.

The following are tips to perfect your HR case study writing:

1. Read the given instructions carefully

It is amusing how people often spurn instructions and delve right into whatever they desire to do as if they are experts. Guidelines will always be worthwhile and will come in very handy, more than you would know. The witty Agnes Allen quotes that when everything fails, read the instructions.

Make sure you understand what is expected of you from the given instruction. Scrutinize and comprehend them because only then will you have a facile time as you advance with your writing.

2. Prepare for the assignment

When going for battle, you must double-check on all items that offer you a winning chance. Determine the primary problem in context to your study, the kind of questions you want to ask, the tools necessary in your assignment, and your research background. Once you can answer the questions above, the foggy confusion in your mind fades, and you begin to experience translucence on how to go about your case study.

3. Choose your required tools carefully

The sky is always the limit. It is okay to dream as big as you want. However, make sure your dreams are achievable. A case study involves responses piled up from the public and any other sources. To amass this information, tools such as interviews and questionnaires are necessary for use. The decision on the tools to use may be guided as per the instructions provided. If not, choose the least problematic and the easiest to work with.

4. Formulate your questions to give the most accurate response

The type of questions depends on the kind of tool you decide to use. For example, if the study aims to check the public’s response towards a particular product, the questions asked in an interview may differ from those asked in a questionnaire. Interviews offer a one-on-one chance, allowing the interviewer to give more information on the topic. On the other hand, questionnaires are straightforward and cap the response of the one answering. For better response, you may combine various tools to get a wide array of information. The choice is all yours.

5. Learn how to use various tools of research

There is no research without action, no action without research. To conduct a case study, you may require skills you have minimal knowledge of. The only way this is possible is through studying and researching. If your tool of interest is through interviews, you must learn to be the best interviewer. Many expert writers from various essay writing services are patiently waiting for your call, and they will offer all the help you may require. With academic writing services, you may learn the best way of interviewing to get the best results as directly as possible.

6. Devise a method to analyze data collected

Information obtained is then collected and appropriately arranged to reduce any stupor. Review the answers to each question and analyze why the person provided such an answer. For this data to be understood effectively, it must be carefully examined. Ensure that you closely dissect all responses supplied to grasp properly how best you will answer your question.

7. Organize the information obtained to a manageable measure

You may have collected all manner of information from your research, questionnaires, interviews, and any other sources you may have had. However, it may be inconceivable to document all your responses in your case study. Of course, you will need to provide facts, numbers, or refer to authoritative sources. You can also use phrases from the interview. You may be forced to selectively choose the information provided. Summarize the responses given while highlighting the main point given by your audience. This is a skill you must master. Managing your data makes your study more manageable to handle, interpret and understand.

8. Choose the best data presentation tools

A case study is all about how well you handle your data and communicate the responses obtained. Presentation is therefore very delicate to this process. Your presentation skills must be nothing short of top-notch. All the information is necessary so that the reader can come to his conclusion with your help. In simpler words, this task is like a puzzle. Each of your sentences is a puzzle, and your conclusion already adds up the overall picture. Numbers may come a long way to show the extent of the work conducted. You may, for example, indicate the number of people that sided with a specific response. Take that extra mile to show how flawless your work is.

9. Compose your case study

Once you have all your facts right, nothing stops you from jotting down your findings. With the guidance of an efficient case study writing service , you will be unbeatable. You can also find professional essay writing help to guide you through your experience on the internet. You can also look at many examples to make your writing as smooth as possible.

10. Edit your work

The nerve-wracking part is now over. Ensure all questions have been answered, and the instructions have been followed closely. Confirm there are no grammatical or spelling errors as well. Now, you are good to go.

Negative perceptions have proven to be very restricting and imprisoning. Nothing is impossible with the proper guidance, so do not fear writing essays; we are here to help you.

“Mark Hunt” has been a professional writer since 2006. He is very passionate about his work related to HR.

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Case Studies: An Example of HR Policies in Action

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  • September 26, 2023

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Case studies provide a valuable and practical understanding of how certain concepts, in this case, HR policies , are implemented in real-life situations. They offer insights into the importance and benefits of these policies in organizations. HR policies play a crucial role in creating a framework for managing employees and ensuring consistency in decision-making. They cover various aspects such as recruitment , employee development , performance management , and employee welfare . In this article, we will explore a case study that exemplifies how HR policies are put into action.

The case study focuses on a specific company, providing background information about the organization and the HR policies implemented. It delves into the results and impact of these policies on the company’s overall operations, employee satisfaction, and productivity. An analysis of the case study examines the strengths and successes of the HR policies, as well as the challenges faced and lessons learned during their implementation.

For organizations looking to implement or enhance their HR policies, implementation tips will be provided to guide them in developing effective policies that align with their goals and values. By studying real-life examples and analyzing their outcomes, organizations can gain valuable insights and make informed decisions when developing and implementing their own HR policies.

Importance and Benefits of Case Studies

Case studies play a crucial role in showcasing the importance and benefits of understanding HR policies in action. Here are some key reasons why case studies are valuable:

  • Real-World Application: Case studies provide real-world examples of how HR policies are implemented and their impact on organizations and employees. They bridge the gap between theory and practice, allowing HR professionals to see how policies work in different scenarios.
  • Learning Opportunities: Case studies offer valuable learning opportunities by presenting complex HR challenges and demonstrating how they were addressed. They provide insights into the decision-making process and the rationale behind HR policy choices.
  • Problem-Solving Skills: Analyzing case studies helps HR professionals develop critical thinking and problem-solving skills. They learn to identify issues, consider multiple perspectives, and craft effective solutions based on the principles of HR policies.
  • Enhanced Understanding: Through case studies, HR professionals gain a deeper understanding of the intricacies and nuances of HR policies. They can observe how policies are adapted and tailored to specific organizational contexts, industries, or legal frameworks.
  • Evidence-Based Decision Making: Case studies provide evidence to support HR professionals’ decision-making process. By examining the outcomes and impacts of HR policies in real situations, they can make informed choices that align with organizational goals.
  • Best Practice Identification: Case studies highlight best practices in HR policy implementation and management. By studying successful examples, HR professionals can identify effective strategies, innovative approaches, and lessons learned to apply in their own organizations.
  • Professional Development: Case studies contribute to the professional development of HR practitioners. They offer opportunities for reflection, discussion, and the exchange of experiences with peers, fostering continuous learning and growth.
  • Continuous Improvement: Analyzing case studies helps organizations and HR departments identify areas for improvement in their policies and practices. By examining the successes and failures of others, they can refine their own HR policies and enhance overall effectiveness.
  • Legal and Ethical Considerations: Case studies often address legal and ethical dilemmas in HR. They provide insights into how organizations navigate complex issues, ensuring compliance with laws and regulations while upholding ethical standards.
  • Engagement and Empathy: Case studies can evoke empathy by presenting real-life HR challenges faced by employees and organizations. They offer HR professionals an opportunity to understand the human side of HR policies and how they impact individuals and teams.

By utilizing case studies, HR professionals can gain a comprehensive understanding of HR policies and their practical implications, ultimately improving their ability to develop and implement effective HR strategies within their organizations.

Overview of HR Policies

Overview of HR Policies

Do you ever find yourself wondering, what are HR policies ? HR policies are a set of guidelines and procedures implemented by organizations to govern the behavior, actions, and decisions related to human resources management. Here is an overview of HR policies:

1. Recruitment and Selection: These policies outline the procedures for hiring and selecting employees, including job posting, application screening, interviewing, and background checks.

2. Employee Onboarding: Onboarding policies ensure that new employees receive a smooth transition into the organization, including orientation, training, and introductions to company culture and policies.

3. Compensation and Benefits: These policies define how employees are rewarded for their work, including salary structures, bonuses, incentives, and benefits such as health insurance, retirement plans, and paid time off.

4. Performance Management: Performance management policies establish how employee performance is assessed, including goal setting, performance reviews, feedback mechanisms, and performance improvement plans.

5. Employee Development: These policies focus on opportunities for employee growth and development through training programs, mentorship, coaching, and career advancement initiatives.

6. Employee Relations: Employee relations policies address workplace conduct, disciplinary actions, grievance procedures, conflict resolution, and maintaining a positive work environment.

7. Work-Life Balance: These policies promote a healthy work-life balance for employees, including flexible work schedules, telecommuting options, parental leave, and wellness programs.

8. Diversity and Inclusion: Policies related to diversity and inclusion ensure equal employment opportunities, prevent discrimination and harassment, and foster an inclusive and diverse work environment.

9. Health and Safety: These policies focus on creating a safe and healthy work environment, including workplace safety procedures, emergency response plans, and employee well-being initiatives.

10. Ethics and Confidentiality: Policies on ethics and confidentiality outline the expected ethical behavior of employees, confidentiality of company and employee information, and compliance with legal and regulatory requirements.

By implementing and effectively communicating these HR policies, organizations can establish consistent standards, promote fairness, compliance, and employee well-being, and create a positive work culture.

What are HR Policies?

HR policies, also known as Human Resources policies , are a set of guidelines and procedures that regulate the behavior, actions, and practices of employees within an organization. These policies are carefully developed and implemented by the Human Resources department to ensure consistency, fairness, and compliance in the workplace. HR policies encompass various aspects of employment, including recruitment , compensation , employee benefits , performance management , disciplinary actions , and leave policies .

The primary purpose of HR policies is to establish clear expectations, standards, and practices for employees to adhere to. These policies play a crucial role in maintaining a positive work environment, promoting the well-being of employees, and ensuring compliance with legal requirements. They also act as a valuable resource for employees, providing them with information about their rights, responsibilities, and entitlements within the organization.

Having well-defined HR policies is of utmost importance for organizations as they provide a framework for decision-making, foster transparency, and help prevent conflicts or misunderstandings. Additionally, they contribute to the overall organizational culture and align employees with the values and objectives of the company.

By implementing effective HR policies, organizations can cultivate a productive and harmonious work environment, enhance employee engagement and satisfaction, mitigate risks, and establish a solid foundation for effective people management practices.

Over time, HR policies have evolved to address the changing needs and dynamics of the workplace. Organizations now recognize the significance of having robust policies in place to ensure compliance with employment laws, promote diversity and inclusion, and adapt to new challenges such as the COVID-19 pandemic . Amidst uncertain times, HR policies play a vital role in providing guidance on remote work , health and safety protocols, and employee well-being initiatives. With the strategic use of data and analytics, HR policies are now more evidence-based and informed by solid research and insights. As organizations continue to adapt and grow, HR policies will remain a critical component in effectively managing human capital and creating an inclusive and supportive work environment.

Why are HR Policies Important?

HR policies play a critical role in any organization as they provide essential guidelines and standards for managing the human resources within the company. These policies serve as a framework for HR professionals to make well-informed decisions and ensure consistency and fairness in dealing with employees, which actually is one of the most important functions of HR .

One key reason why HR policies are important is that they help establish clear expectations and boundaries for both employees and management. By outlining the rights and responsibilities of employees, as well as the potential disciplinary actions for policy violations, these policies create a structured work environment that promotes positivity and reduces misunderstandings and conflicts.

Moreover, HR policies contribute to the protection of both employees and the organization. They ensure compliance with legal requirements, including anti-discrimination and health and safety regulations. By safeguarding the rights of employees, these policies also protect the company from potential lawsuits and legal liabilities.

In addition to the significant role they play in protecting rights and promoting a positive work environment, HR policies are crucial for the overall effectiveness and efficiency of the organization. They offer guidance on various HR processes such as recruitment, onboarding , performance management, and employee development . By streamlining operations and aligning the workforce with the company’s goals, these policies contribute to the organization’s success.

Consequently, it is clear that HR policies are essential in establishing clear expectations, protecting the rights of both employees and the organization, ensuring legal compliance, and promoting consistency in decision-making. By implementing effective HR policies, organizations can create a work environment that fosters fairness, professionalism, and mitigates potential risks.

To fully maximize the benefits of HR policies, organizations should regularly review and update them to align with changing legal requirements and industry best practices. Effective communication of the policies to all employees, along with comprehensive training on their implementation and implications, is also crucial. By taking these steps, organizations can build a strong foundation for effective people management and contribute to the long-term success of the company.

Case Study: HR Policies in Action

Case Study: HR Policies in Action

In this captivating case study, we will witness the real-life application of an HR policies and procedures manual and its tangible impact. Brace yourself for a thought-provoking journey as we explore the background of the company, delve into the HR policies implemented, and uncover the remarkable results that these policies have yielded. Get ready to be inspired by the power and effectiveness of well-crafted HR strategies in shaping the success of organizations.

Background of the Company

The background of the company is a crucial aspect to consider when analyzing HR policies in action. Understanding the context in which the policies were implemented provides important insights into their effectiveness and impact .

In the case study, the background of the company holds significant importance , allowing us to grasp the specific challenges and goals they faced. For instance, if the company operates in a highly competitive industry with a high turnover rate , HR policies aimed at employee retention may be particularly relevant to ensure a stable workforce.

The size and structure of the company can also greatly influence the design and implementation of HR policies. A large multinational corporation with diverse workforce demographics may require more comprehensive and adaptable policies compared to a small start-up to cater to the varied needs of its employees.

The company’s values , culture , and overall strategy play a significant role in shaping HR policies. It is crucial for policies to align with the company’s mission and values as this increases the likelihood of them being successful and well-received by employees.

By considering the background of the company, HR professionals can tailor policies to address specific challenges , leverage existing resources, and align them with the company’s overall objectives. This holistic approach increases the likelihood of successful policy implementation and positive outcomes for both the company and its employees.

Pro-tip: Conducting a thorough analysis of the company’s background and needs before implementing HR policies ensures that the policies are well-suited to address the unique challenges and goals of the organization.

HR Policies Implemented

When it comes to HR policies, it’s important to have implemented and effective HR policies in place. Here are some key aspects to consider:

  • Clear and comprehensive policies: HR policies should be clearly written, easily understood, and cover all necessary areas such as recruitment, compensation, benefits, performance management, and employee conduct.
  • Alignment with organizational goals: HR policies should be designed to support the overall objectives and strategies of the organization. They should contribute to creating a positive work environment and align with the company’s values and culture.
  • Consistency and fairness: HR policies should be consistently applied to all employees to ensure fairness and avoid potential discrimination or favoritism. They should provide clear guidelines for decision-making and address any concerns related to equity.
  • Compliance with legal requirements: HR policies must comply with relevant laws and regulations to minimize legal risks and ensure the organization operates within the boundaries of the law. It is essential to stay up-to-date with any changes in legislation.
  • Regular review and updates: HR policies should be regularly reviewed and updated to adapt to changing business needs and comply with changes in labor laws or industry standards. This helps to ensure their continued relevance and effectiveness.

Implementing strong HR policies can lead to various benefits, such as increased employee satisfaction, improved productivity, and decreased turnover rates. It creates a fair and consistent work environment that fosters positive employee experiences and contributes to the overall success of the organization.

Fun Fact: According to the SHRM Foundation, 57% of organizations reported an increase in employee engagement after implementing well-designed HR policies.

Results and Impact of HR Policies

The outcome and influence of HR policies can have a significant impact on a company, resulting in enhanced employee engagement, reduced turnover, and increased productivity. Here are some key observations that can be made when HR policies are effectively implemented:

When HR policies are well-designed to prioritize employee well-being and work-life balance, they can greatly contribute to increased job satisfaction among employees. Addressing employee needs and creating a positive work environment through HR policies can help in reducing turnover rates and retaining valuable talent within the organization. HR policies that foster a supportive and inclusive workplace culture can enhance employee motivation and overall productivity levels. Robust implementation of HR policies ensures compliance with legal and regulatory requirements, minimizing the risk of potential legal issues resulting from non-compliance. HR policies that focus on talent acquisition, development, and succession planning can attract and retain high-performing employees, creating a pipeline of future leaders. Organizations that have well-established HR policies prioritizing employee well-being and development tend to have a positive reputation, attracting top talent and enhancing their employer brand.

Pro-tip: To ensure the best results and impact of HR policies, organizations should regularly review and update their policies to align with changing needs and industry trends. Seeking employee feedback and involving them in the policy-making process can contribute to the effectiveness and success of these policies.

Analysis of the Case Study

Analysis of the Case Study

In the analysis of this fascinating case study, we uncover the strengths and successes of the HR policies implemented, as well as the challenges faced and the valuable lessons learned. Prepare to be inspired by the remarkable achievements brought about by effective HR practices , and gain insights into the strategies employed to overcome obstacles and drive positive change. Join us as we delve into this intriguing examination of real-world HR policies in action.

Strengths and Successes of the HR Policies

Strengths Successes
The HR policies successfully addressed employee engagement. The implementation of HR policies resulted in increased employee satisfaction and motivation. Employee engagement levels rose by within six months.
The HR policies effectively reduced turnover rates. With the introduction of the new policies, the company experienced a significant decrease in employee churn. Turnover rates dropped by in the first year.
The HR policies demonstrated solid evidence-backed decision making. By utilizing and , HR managers were able to make data-backed decisions that positively impacted employee performance and productivity. This evidence-based approach resulted in a boost in overall company efficiency.
The HR policies successfully addressed the challenges posed by the global coronavirus pandemic. Through effective planning and implementation, the HR policies provided support to employees during the pandemic. The policies enabled remote work arrangements, ensured employee well-being, and maintained a secure work environment. As a result, employee satisfaction levels increased by amidst the crisis.
The HR policies generated positive feedback from employees. An anonymous survey conducted among employees revealed that of respondents felt that the HR policies had a positive impact on their work-life balance and job satisfaction. Employees also expressed appreciation for the open communication channels and support provided by the HR department.

The strengths of the HR policies lie in their ability to address employee engagement, reduce turnover rates, promote evidence-based decision making, mitigate the challenges of the global coronavirus pandemic, and receive positive feedback from employees. The successes of these policies are evident in the increase in employee satisfaction, decrease in turnover rates, improvement in overall company efficiency, support provided during the pandemic, and positive feedback from employees. These strengths and successes highlight the effectiveness and positive impact of the HR policies implemented by the company.

Challenges Faced and Lessons Learned

Implementing HR policies can be both a rewarding and challenging endeavor for organizations. It is important to acknowledge the challenges faced and the lessons learned to ensure the effectiveness of these policies. Some of the common challenges faced and the valuable lessons learned include:

1. Resistance to Change: One of the major challenges in implementing HR policies is overcoming resistance from employees who may be resistant to change. It is crucial to effectively communicate the benefits and rationale behind the policies to gain employee buy-in and alleviate their concerns. Valuable lessons have been learned, highlighting the importance of effective communication, providing comprehensive training and support, and involving employees in the policy development process.

2. Compliance and Legal Issues: Organizations must navigate through various legal and compliance requirements when implementing HR policies. Keeping up-to-date with the latest laws and regulations is crucial to mitigate risks. Valuable lessons have been learned, emphasizing the need for ongoing monitoring and policy review to ensure compliance, seeking legal advice when necessary, and fostering a culture of ethics and compliance.

3. Cultural and Diversity Considerations: Different cultural backgrounds and diversity within the workforce can present challenges when implementing HR policies. It is vital to be mindful of cultural differences and adapt policies to meet the needs of diverse employees. Valuable lessons have been learned, focusing on the promotion of diversity and inclusion, conducting cultural sensitivity training, and addressing biases or stereotypes.

4. Employee Engagement and Communication: Engaging and communicating with employees effectively are fundamental for the success of HR policies. Challenges may arise when employees do not understand or are unaware of the policies. Valuable lessons have been learned, underscoring the importance of continuous communication, providing regular updates and feedback channels, and fostering a culture of transparency and trust.

5. Evaluation and Continuous Improvement: Evaluating the effectiveness of HR policies is crucial to identify areas for improvement. Challenges may arise when there is a lack of data or metrics to assess the impact of the policies. Valuable lessons have been learned, highlighting the importance of data collection and analysis, conducting regular assessments and surveys, and utilizing feedback to make necessary adjustments.

By addressing these challenges and incorporating the lessons learned from past experiences, organizations can enhance the implementation and effectiveness of their HR policies, ultimately leading to a more engaged and productive workforce.

Implementation Tips for HR Policies

Implementation Tips for HR Policies

To effectively implement HR policies within an organization, consider the following tips:

  • Clear Communication: Communicate the HR policies to all employees clearly and consistently. Ensure that employees understand the policies, their purpose, and any implications.
  • Employee Involvement: Involve employees in the policy development process whenever possible. Seek their input, feedback, and suggestions to ensure that policies are fair, practical, and aligned with employee needs.
  • Document Policies: Create well-documented policies that are easily accessible to employees. Use clear language, provide examples or case studies, and highlight any consequences or disciplinary actions for non-compliance.
  • Training and Education: Provide comprehensive training to both managers and employees on HR policies. This ensures that everyone understands the policies, knows how to comply with them, and can address any related issues or questions.
  • Consistent Enforcement: Apply HR policies consistently and fairly across the organization. Treat all employees equally, regardless of their position or tenure, to build trust and maintain a positive work environment.
  • Regular Review and Updates: Review HR policies periodically to ensure they remain relevant and aligned with changing legal requirements, industry standards, and organizational needs. Update policies as necessary, and communicate any changes to employees.
  • Address Employee Concerns: Establish channels for employees to raise concerns or seek clarification regarding HR policies. Encourage open dialogue, provide clear guidance, and address any issues promptly and appropriately.
  • Monitor and Measure: Continuously monitor the implementation and effectiveness of HR policies. Collect feedback, track key metrics, and assess the impact of policies on employee engagement, satisfaction, and overall organizational performance.
  • Regular Communication and Reinforcement: Reinforce HR policies through regular communication channels such as team meetings, newsletters, or internal communications. Remind employees of the importance of compliance and the benefits of the policies.
  • Leadership Support: Gain leadership support and commitment to HR policies. Leaders should set an example by adhering to the policies themselves and reinforcing their importance to the organization.

By following these implementation tips, organizations can effectively establish and maintain HR policies that promote a positive work environment, ensure legal compliance, and support the overall goals and values of the organization.

Frequently Asked Questions

How can evidence-based hr help companies in making informed decisions.

Evidence-based HR involves using data and solid evidence to make decisions in HR. It helps companies make informed decisions by identifying solutions and approaches that have a strong empirical basis, rather than relying on anecdotal information or opinions.

What are the key steps in making evidence-based HR decisions?

The key steps in making evidence-based HR decisions include asking the right questions, acquiring data from credible sources, appraising and critically evaluating the gathered evidence, aggregating and synthesizing the data, applying the evidence to HR decision-making, and assessing the outcomes to continuously improve the process.

Can you provide an example of evidence-based HR in action?

One example is Credit Suisse’s use of employee churn analytics to predict and understand why employees might quit. By reducing turnover risk factors and retaining high-performing employees based on the insights gained, Credit Suisse achieved approximately $70 million in annual savings.

How can companies reduce employee turnover and increase store income?

Best Buy conducted employee engagement surveys quarterly instead of annually and found that a 0.1% increase in engagement resulted in over $100,000 in annual operating income per store. This motivated them to prioritize employee engagement and implement measures to enhance it, leading to improved financial performance.

How did Experian address high turnover rates?

Experian built a predictive model considering various attributes such as team size, supervisor performance, and commute length to identify flight risk factors and triggers. Implementing this model and combining it with effective management practices resulted in a 2-3% reduction in attrition and an estimated savings of $8-10 million.

How did IBM leverage machine learning to analyze turnover in critical roles?

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Tehsin Bhayani

AirMason was born when Tehsin was trying to create a digital culture book, but couldn’t find any solutions in the market that had all the features he needed. In 2016, AirMason officially launched. In five years, AirMason has created thousands of handbooks for more than 1,000 clients around the world.

A Deep Dive into HR Policies and Procedures

Defining the pillars: what are hr policy in contemporary business, press esc to close.

Hacking The Case Interview

Hacking the Case Interview

Human Resources case interview

Have an upcoming Human Resources case interview and don’t know how to prepare? Don’t worry because we have you covered!

In this article, we’ll cover:

  • What is a Human Resources case interview?
  • How to solve any Human Resources case interview
  • Essential Human Resources case interview frameworks
  • Human Resources case interview example

If you’re looking for a step-by-step shortcut to learn case interviews quickly, enroll in our case interview course . These insider strategies from a former Bain interviewer helped 30,000+ land consulting offers while saving hundreds of hours of prep time.

What is a Human Resources Case Interview?

A Human Resources case interview is a type of interview used in the hiring process for HR consulting-related roles, where candidates are presented with hypothetical or real-world HR scenarios and are asked to analyze, solve, and provide recommendations for the given situations.

The purpose of a HR case interview is to assess the candidate's problem-solving skills, analytical thinking, HR knowledge, and ability to apply HR principles in practical situations.

During a HR case interview, candidates are typically given a description of a specific HR challenge, issue, or scenario.

They are then expected to discuss their thought process, ask clarifying questions, identify the underlying problems, propose possible solutions, and explain the rationale behind their recommendations.

The interviewers are looking for candidates who can demonstrate their ability to think critically, understand the complexities of HR issues, and offer strategic and practical solutions.

The scenarios presented in HR case interviews can cover a wide range of topics within the HR field, including:

  • Talent Acquisition and Recruitment : Candidates might be asked to devise a strategy for attracting and selecting the best candidates for a specific position or organization
  • Employee Development and Training : The interview scenario could involve designing a training program to improve employee skills and performance
  • Performance Management : Candidates might need to address issues related to employee performance evaluation, feedback, and improvement
  • Compensation and Benefits : Scenarios may revolve around designing competitive compensation packages or benefits programs
  • Diversity and Inclusion : Candidates could be asked to develop initiatives to promote diversity and inclusion within the workplace
  • Employee Relations and Conflict Resolution : The case might involve managing interpersonal conflicts or addressing employee grievances
  • Organizational Change and Restructuring : Candidates could be presented with scenarios related to managing organizational changes, such as mergers, acquisitions, or restructurings
  • HR Strategy and Planning : The case could require candidates to develop long-term HR strategies aligned with the organization's goals

The key to performing well in a HR case interview is to demonstrate a structured approach to problem-solving, a solid understanding of HR principles and best practices, clear communication skills, and the ability to think strategically.

Candidates should break down the problem, consider multiple perspectives, and provide practical and actionable recommendations.

It's important to note that the format and structure of HR case interviews can vary between companies. Some companies might provide candidates with written case materials to review in advance, while others might present the case during the interview itself.

As with any interview, thorough preparation, practice, and research on the company's HR practices and industry trends are essential for success in a HR case interview.

How to Solve a Human Resources Case Interview

There are seven steps to solve a Human Resources case interview.

1. Understand the case

Understanding the case scenario is the foundation of effective problem-solving. Read or listen to the scenario carefully, absorbing the context, key stakeholders, and central issues. 

For example, if the case presents a situation involving declining employee morale and engagement, you'd want to grasp the factors contributing to this decline and the potential consequences for the organization.

2. Ask clarifying questions

Asking thoughtful clarifying questions demonstrates your ability to extract crucial details and gain a comprehensive understanding of the situation. 

For instance, if the case revolves around a sudden increase in turnover, you might inquire about specific departments or roles affected, reasons employees cite for leaving, and any recent organizational changes that could be relevant.

3. Develop a structured approach

Structuring your analysis provides a roadmap for addressing the case logically. A structured framework ensures you cover all necessary aspects and maintains a clear flow of your analysis.

The next section of this article covers essential frameworks you should be familiar with in detail.

4. Gather information 

After understanding the case and asking clarifying questions, use the information you've gathered to delve deeper into the issues. Collect data from the case materials and consider applying relevant HR concepts.

For instance, if the case involves a performance issue among a certain team, you'd want to assess the team dynamics, individual competencies, and possible external factors influencing performance.

5. Propose solutions

Based on your analysis, propose concrete and actionable solutions for each identified issue. These solutions should align with HR best practices and the organization's values. 

If the case highlights a challenge related to attracting top talent, your solutions could range from improving employer branding to enhancing the interview process to increase candidate quality.

6. Evaluate trade-offs

Weighing the pros and cons of each solution demonstrates your critical thinking. Discuss the potential benefits, drawbacks, and implications of implementing your proposed solutions. This showcases your ability to consider multiple perspectives. 

For example, when addressing an employee retention problem, you'd need to assess the costs of implementing retention programs versus the costs of continued turnover.

7. Develop a recommendation

Culminate your analysis by crafting a well-founded recommendation that considers the organization's goals, HR best practices, and the context of the case. Your recommendation should offer a clear path forward. 

If the case centers on improving diversity and inclusion, your recommendation might encompass strategies such as unconscious bias training, diverse recruitment initiatives, and mentoring programs.

In addition to Human Resources case interviews, we also have additional step-by-step guides to: market entry case interviews , growth strategy case interviews , M&A case interviews , pricing case interviews , operations case interviews , and marketing case interviews .

Essential Human Resources Case Interview Frameworks

There are a few Human Resources case interview frameworks you should be familiar with. These are helpful ways of organizing your thoughts and ideas into a structured and systematic approach.

However, we do not recommend using these frameworks word-for-word. You should demonstrate to the interviewer that you can think critically for yourself instead of relying on memorized frameworks.

You should instead be creating your own unique and tailored framework for each Human Resources case interview scenario.

Therefore, your framework may include parts and pieces of the frameworks below, but you should not just copy them.

The PPT Framework

The PPT framework stands for People, Processes, and Technologies, and it's a valuable approach for analyzing and solving Human Resources (HR) challenges in case interviews. This framework focuses on three key dimensions that are often interconnected in HR scenarios. Let's delve into each component:

In this dimension, you'll consider the human aspects of the HR challenge presented in the case. This involves assessing how employees, managers, and stakeholders are affected by the issue and how they contribute to potential solutions.

Some points to address include:

  • Employee Engagement and Morale : Examine how the challenge impacts employee satisfaction and motivation
  • Leadership and Management : Evaluate how managers' actions and behaviors contribute to or alleviate the challenge
  • Communication and Collaboration : Analyze how effective communication and collaboration among employees can influence the situation
  • Training and Development : Consider how training and development initiatives can address skill gaps related to the challenge
  • Organizational Culture : Explore how the existing culture supports or hinders the resolution of the challenge

2. Processes

This dimension focuses on HR processes, policies, and practices that are relevant to the case. You'll assess how these existing processes might contribute to the challenge and propose adjustments or new processes to address it.

Some aspects to consider are:

  • Recruitment and Onboarding : Evaluate how the recruitment process might be impacting the issue and suggest improvements
  • Performance Management : Examine how performance evaluation and feedback processes relate to the challenge
  • Employee Development : Analyze training, mentoring, and career advancement processes as they pertain to the issue
  • Compensation and Benefits : Consider whether compensation structures contribute to or mitigate the challenge
  • Conflict Resolution : Address how existing conflict resolution processes can be used to address any interpersonal challenges

3. Technologies

This dimension focuses on the technological tools and systems that can support HR processes and solutions. Modern technologies can greatly impact HR practices and provide innovative ways to solve challenges.

Consider the following:

  • HR Information Systems (HRIS) : Explore how HRIS can streamline processes and provide data for decision-making
  • Performance Tracking Tools : Assess how tools for monitoring employee performance can aid in addressing the challenge
  • Learning Management Systems (LMS) : Examine how an LMS could be used for training and development initiatives
  • Recruitment Platforms : Analyze how technology can optimize recruitment efforts and attract suitable candidates
  • Employee Feedback Platforms : Consider tools that facilitate employee feedback and engagement measurement

The PESTEL Framework

The PESTEL framework is a strategic analysis tool that helps examine various external factors affecting a business or organization. It stands for Political, Economic, Social, Technological, Environmental, and Legal factors.

When applied to Human Resources (HR) case interviews, the PESTEL framework allows you to consider the broader context that impacts HR challenges and solutions.

Here's how you can use each dimension of the framework in the context of HR cases:

1. Political Factors

Political factors encompass the impact of government policies, regulations, and political stability on HR challenges. In the context of HR case interviews, consider how political factors influence:

  • Labor Laws and Regulations: Analyze how labor laws and regulations affect HR practices, such as employment contracts, working hours, and employee rights.
  • Immigration Policies: Examine how immigration policies impact talent acquisition and workforce diversity.
  • Health and Safety Regulations: Consider how workplace safety regulations influence HR strategies for employee well-being.

2. Economic Factors

Economic factors relate to the broader economic environment, including inflation, economic growth, and market conditions. In HR case interviews, consider how economic factors affect:

  • Labor Market Conditions : Evaluate how economic cycles impact talent availability, hiring, and compensation negotiations
  • Compensation and Benefits : Examine how economic conditions influence decisions about employee compensation and benefits packages
  • Budget Constraints : Analyze how economic fluctuations can affect HR budgets for training, development, and recruitment

3. Social Factors

Social factors encompass cultural trends, demographic shifts, and societal attitudes that impact HR challenges. In HR case interviews, think about how social factors influence:

  • Diversity and Inclusion : Consider how societal attitudes towards diversity impact HR initiatives for inclusion and representation
  • Work-Life Balance : Examine how changing societal expectations affect employee preferences for work-life balance and flexible arrangements
  • Generational Differences : Analyze how different generations' values and expectations influence HR strategies for employee engagement and motivation

4. Technological Factors

Technological factors refer to advancements that impact HR practices and solutions. In HR case interviews, consider how technological factors influence:

  • HR Information Systems (HRIS) : Examine how technology can enhance HR processes, such as data management, recruitment, and performance evaluation
  • Remote Work Technology : Analyze how technology enables remote work and its implications for HR policies and practices
  • Learning Platforms : Consider how technology supports employee learning and development through online training platforms

5. Environmental Factors

Environmental factors pertain to sustainability, ecological concerns, and corporate social responsibility. In HR case interviews, consider how environmental factors influence:

  • Sustainability Initiatives : Examine how an organization's commitment to environmental sustainability impacts HR strategies, such as commuting policies and eco-friendly practices
  • Employee Well-being : Analyze how a healthy and sustainable work environment contributes to employee well-being and job satisfaction

6. Legal Factors

Legal factors encompass laws and regulations that affect HR practices and employment relationships. In HR case interviews, consider how legal factors influence:

  • Employment Contracts : Examine how legal requirements for employment contracts and agreements shape HR policies
  • Discrimination and Harassment Laws : Analyze how legal regulations on discrimination and harassment impact HR initiatives for diversity and inclusion
  • Data Privacy Regulations : Consider how data privacy laws influence the collection and management of employee data

Human Resources Case Interview Examples

Example #1 : A company's employee engagement has been declining. Develop an HR strategy to address this issue.

To solve this case, you would start by understanding the current engagement levels, analyzing potential causes, and identifying specific areas for improvement. Then, propose initiatives that focus on aspects like recognition programs, career development opportunities, and fostering a positive work culture. Consider how each initiative aligns with the organization's values and goals, and provide an implementation plan detailing roles, timelines, and metrics for success.

Example #2 : A retail company is experiencing high turnover rates among its sales team. How would you address this issue?

Begin by assessing the reasons behind the turnover, considering factors such as compensation, work environment, and career growth. Propose solutions such as conducting exit interviews to gather feedback, adjusting compensation packages, implementing mentorship programs, and providing clear paths for career advancement. Highlight the importance of retaining talented employees and outline the steps needed to execute your recommendations.

Example #3 : A tech company wants to enhance diversity and inclusion in its workforce. Develop strategies to achieve this goal.

Start by understanding the company's current demographics and analyzing potential barriers to diversity. Propose initiatives such as unconscious bias training for hiring managers, targeted recruitment efforts to attract underrepresented groups, and affinity groups to foster a sense of belonging. Emphasize the value of diversity in driving innovation and ensuring a representative workforce, and provide methods to measure the impact of your strategies.

Example #4 : An organization's performance management process is outdated. How would you redesign it?

Begin by evaluating the existing performance management process and identifying its weaknesses. Propose solutions such as implementing continuous feedback mechanisms, setting clear performance goals aligned with company objectives, and utilizing technology for real-time performance tracking. Emphasize the importance of employee development and aligning individual goals with overall organizational success.

Example #5 : A multinational company wants to create a leadership development program. How would you design and implement it?

Start by identifying the leadership skills and competencies required for the company's future success. Develop a comprehensive program that includes leadership training workshops, mentorship opportunities, and experiential learning projects. Consider how to measure the program's effectiveness and tailor the content to different leadership levels within the organization.

Example #6 : A company wants to establish a remote work policy post-pandemic. How would you design and implement this policy?

Begin by analyzing the organization's needs, considering roles suitable for remote work, and potential challenges. Develop a policy that outlines expectations, communication protocols, performance measurement methods, and technology requirements. Address concerns about productivity and collaboration and provide guidelines for maintaining work-life balance while working remotely.

Example #7 : Two companies are merging, leading to cultural clashes and resistance among employees. How would you manage this change?

Begin by understanding the unique cultures of both companies and identifying areas of alignment and divergence. Develop a change management plan that includes clear communication, involving key stakeholders in decision-making, and addressing concerns through town hall meetings and Q&A sessions. Emphasize the benefits of the merger and outline how employees' roles and responsibilities will be impacted positively.

For more practice, check out our article on 23 MBA consulting casebooks with 700+ free practice cases .

Recommended HR Case Interview Resources

Here are the resources we recommend to learn the most robust, effective case interview strategies in the least time-consuming way:

  • Comprehensive Case Interview Course (our #1 recommendation): The only resource you need. Whether you have no business background, rusty math skills, or are short on time, this step-by-step course will transform you into a top 1% caser that lands multiple consulting offers.
  • Hacking the Case Interview Book   (available on Amazon): Perfect for beginners that are short on time. Transform yourself from a stressed-out case interview newbie to a confident intermediate in under a week. Some readers finish this book in a day and can already tackle tough cases.
  • The Ultimate Case Interview Workbook (available on Amazon): Perfect for intermediates struggling with frameworks, case math, or generating business insights. No need to find a case partner – these drills, practice problems, and full-length cases can all be done by yourself.
  • Case Interview Coaching : Personalized, one-on-one coaching with former consulting interviewers
  • Behavioral & Fit Interview Course : Be prepared for 98% of behavioral and fit questions in just a few hours. We'll teach you exactly how to draft answers that will impress your interviewer
  • Resume Review & Editing : Transform your resume into one that will get you multiple interviews

Land Multiple Consulting Offers

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7 Steps to Building a Successful Talent Acquisition Team (+Netflix Case Study)

Analytics in HR

AUGUST 8, 2023

Talent acquisition team structure Examples of organizations’ talent acquisition team structures 7 Steps for building a talent acquisition team How to measure the success of a talent acquisition team Case study : Netflix’s talent acquisition team What is a talent acquisition team?

case study dla hr

15 HR Analytics Case Studies with Business Impact

NOVEMBER 5, 2018

For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Each of these case studies are connected with a concrete business impact. For each case study , I will refer to their original publication. 15 HR Analytics Case Studies .

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New i4cp Case Study Explores Humana’s Innovations in Virtual Volunteerism (i4cp login required)

DECEMBER 15, 2020

An i4cp member company that continues to contribute insights and examples to the research on well-being, Humana is pioneering innovative approaches that enable its employees (“associates”) to continue participating in philanthropic efforts when face-to-face or high-touch settings aren’t viable options. Few answers were forthcoming.

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Children’s Mercy Hospital Case Study

Stories Incorporated HR

APRIL 8, 2020

Want this case study as a PDF? For example , nursing job descriptions now start with a call to action, not to apply, but to watch a video to hear the experiences of their nursing staff. The post Children’s Mercy Hospital Case Study appeared first on Stories Incorporated. Reading Time: 6 minutes.

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Case Study: Strategic Workforce Planning for Rail Infrastructure Managers

MARCH 30, 2020

In this case study , strategic workforce planning is applied to solve this national problem, impacting millions of commuters. The post Case Study : Strategic Workforce Planning for Rail Infrastructure Managers appeared first on AIHR Analytics. This requires tremendous changes in the current workforce. Curious how?

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PayParity Pay Equity Case Study: Mother Jones


For example , aside from equitable pay being the right thing to do, regularly conducting transparent audits can help boost employee trust in the company, which in turn can help improve retention. This case study was originally published in our partner ADP’s Spark blog. “We verified the information from 2021 data. .

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How To Apply Design Thinking in HR (+ 3 Case Studies)

AUGUST 16, 2023

The benefits of a design thinking approach in HR The 4 principles and 5 phases of design thinking 4 Ways to apply design thinking to HR processes Successful implementation of design thinking in HR Design thinking in HR examples What is design thinking? The post How To Apply Design Thinking in HR (+ 3 Case Studies ) appeared first on AIHR.

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Case Study: Designing HIPO Programs That Work

Chief Learning Officer - Talent Management

AUGUST 10, 2021

For example , a senior executive can provide clarity to how the competencies in talent management would show up in associate vice presidents or senior directors. Each session has a short case study that directly relates to the topic. These same individuals can have similar conversations with their direct reports.

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Case Study: MarketGap’s Innovative Strategy for Agile Workforce Evolution

JUNE 30, 2023

Case Study : Rapid Transformation When MarketGap realized the need for digital transformation and a more dynamic online presence, they turned to freelancers for their expertise in innovation and experimentation. The post Case Study : MarketGap’s Innovative Strategy for Agile Workforce Evolution appeared first on Hppy.

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What is HR Analytics? All You Need to Know to Get Started

FEBRUARY 28, 2024

Importance of HR analytics HR analytics examples Key HR metrics Data analytics in HR: How to get started How to transition from descriptive to predictive and prescriptive analytics in HR HR analytics certification FAQ What is HR analytics? Example : Annual employee turnover rate.) We discuss more real-life examples below.

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How Mayo Clinic Selects Leaders: A Case Study

AUGUST 19, 2022

Kang also suggests how to evaluate if leaders are actually successful or not, offering examples that help to make this conversation very practical for companies that want to use their leaders to engage, develop, and retain their workforce. . . This episode is sponsored by Workplace from Meta. . .

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13+ HR Case Studies: Recruiting, Learning, Analytics, and More


As someone who has worked in the HR profession, I know well the full value of stories, examples , and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well.

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Organizational Storytelling Case Study: Dell Technologies

JULY 5, 2022

Reading Time: 3 minutes This organizational storytelling case study is an excerpt from our download, The Complete Guide to Organizational Storytelling. For example , in one year, the Stories Inc. The post Organizational Storytelling Case Study : Dell Technologies appeared first on Stories Incorporated.

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HR Trends and Case Studies

Effortless HR

JANUARY 20, 2022

These case studies and HR trends 2021 show how the future of work might look as we approach 2022. For example , some companies use online analytics tools to chart employee participation, online activity, and engagement in virtual meetings. HR Trends Throughout 2020-21. Working From Home. Data Analysis of Workforce.

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The Power of People: A Case Study on Power PEO Consulting’s Selection of ExtensisHR

AUGUST 28, 2023

Download the full case study to learn more. >> As an industry veteran, he maintains a strong portfolio of PEOs and knew of ExtensisHR’s reputation for customer service, human capital management, and ability to engineer custom PEO solutions.

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Varda Chocolatier: Customer Interview & Case Study 


OCTOBER 6, 2022

Varda Chocolatier: Customer Interview & Case Study . I’ve built that relationship, like for example , I speak to Jeremy a lot. For example , pushing payrolls for the next day is very fair and reasonable and I think recently they released that I could be having 8 p.m., Access Case Study .

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JULY 31, 2023

As an industry veteran, he maintains a strong portfolio of PEOs and knew of ExtensisHR’s reputation for customer service, human capital management, and ability to engineer custom PEO solutions. He reached out soon after founding Power PEO Consulting and quickly forged a partnership.

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20 Learning Management System Examples

FEBRUARY 29, 2024

Discover 20 top Learning Management System examples in our comprehensive guide. Explore LMS case studies and resources. Choose the right LMS for your needs.

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[CASE STUDY] Transforming Organizational Culture

Civility Partners

JUNE 10, 2021

We recently put together a case study regarding one of our clients, Rainbow Municipal Water District (RMWD), and thought we’d share it in case you were looking for ideas on improving your own workplace culture. The post [ CASE STUDY ] Transforming Organizational Culture appeared first on Civility Partners.

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What Is a Case Study? How to Write, Examples, and Template

OCTOBER 6, 2023

Learn how to write a case study that showcases your success. Use our template and proven techniques to create a compelling case study for your clients.

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Case Study: Manufacturing Client Connects Frontline Employees

MAY 2, 2022

For example , employees were asked, “which shifts can you help out with?” Yes, sign me up to receive tips, case studies , and other helpful materials! Δ The post Case Study : Manufacturing Client Connects Frontline Employees appeared first on Bonfyre. Work email *.

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OKR Examples: How to Write OKRs that Drive Impact

OCTOBER 19, 2022

In this article, we’ll break down the framework for writing impactful objectives and key results and share some OKR examples you can use as a guide when crafting your own. Example of a poorly-written objective: Provide better customer service. Example of poorly-written key results: Treat our customers well every day.

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What Is Performance Enablement? [+ Real-Life Examples]

JUNE 11, 2024

This article will explain performance enablement, provide examples of enablement in action, and explain how to measure the effectiveness of the performance enablement strategies. Example of performance enablement: Sales enablement Performance enablement can have a positive effect on sales performance.

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Talent Mobility Case Studies and Research [Podcast]

DECEMBER 7, 2016

In addition, I examine some case studies and examples of companies that are doing interesting work with talent mobility, including World Bank Group, Chipotle, and Hootsuite.

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Recruiting Feedback Case Study: The Recruiting Revenue Connection

MARCH 11, 2019

In our latest recruiting feedback case study , Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall recruiting effectiveness AND uncover powerful connections between recruiting and revenue generation. Download the Case Study for More.

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Your In-Depth Guide to Implementing Job Shadowing (+ Google Case Study)

AUGUST 14, 2023

Benefits of job shadowing Types of job shadowing Developing and implementing a job shadowing program: 7 Steps Real-life job shadowing example : Google’s G2G job shadowing program Stay interview best practices Tips for successful job shadowing What is job shadowing? Contents What is job shadowing?

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Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. Our example organization is Springfield Community Credit Union. How much can you save? ArticleID 7414.

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Are You Throwing Your Employees Under the Bus? [Case Study] - DecisionWise

AUGUST 1, 2017

A Case Study on Improving The Customer Experience (CX) at the Risk of The Employee Experience (EX). In this case study we examine how the Chicago Transit Authority sought to improve its Customer Experience while failing to focus on its Employee Experience. Case Study ] appeared first on DecisionWise.

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Case Study: How Bonfyre’s Top Manufacturing Site Improved Employee Engagement?

AUGUST 11, 2022

For example , they share site and facilities updates, real-time crisis updates and resolutions, system updates, upcoming events and leadership communications. Yes, sign me up to receive tips, case studies , and other helpful materials! Please indicate if you are in the EU (GDPR). Bonfyre is committed to your privacy.

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Case Study: Bonfyre helps call center leaders to engage teams in a remote setting

APRIL 27, 2023

For example , Bonfyre can be used to share training materials, facilitate DEI discussions, and recognize employees for their diversity and inclusion efforts. Yes, sign me up to receive tips, case studies , and other helpful materials! Bonfyre is increasing awareness and impact of learning, DEI, and other programs.

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Case Study: Growing Your Sales Organization Beyond The Deal

MARCH 16, 2017

In the following case study , you will learn how a high-growth company uses a software solution to respond to these challenges. For example , responses to “what are you hearing about our competition?” For example , his SDRs are capturing all of the biggest objections that they receive early in the sales cycle.

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Case study: Executing a recruitment marketing video plan

MAY 19, 2021

This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. was the right fit, not only from the great examples of quality work they provided, and the array of project options that they offered. Read the Full Case Study .

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Case Study: The Value Of Pay Transparency And How To Implement It

HR Tech Girl

JULY 5, 2023

Here I aim to shed light on what pay transparency looks like at Compt, explain its mechanics and influence on overall compensation structures and raises, present real-world examples of its benefits, and provide practical considerations for organizations contemplating this approach.

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Case Study – Goulburn Valley Water

NOVEMBER 26, 2020

A Case Study on Performance Management & Policy Management. For example , it was difficult and time-consuming to identify who had read, understood and signed off policies due to the inability to produce reports on policy compliance for managers, the risk team and an external auditor.

The Talent Slow Fade: A Case Study of Motley Fool’s Approach to Engagement

JULY 6, 2017

In one example provided by the company, Burbage talked about one of the company’s engineers. This is a great example of talent mobility in action –using employee interests and strengths where they can benefit the company the most. How can we help people be happy and pursue their interests and strengths? How does this sound?

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9 Digital HR Case Studies with Business Impact

Digital HR Tech

OCTOBER 23, 2019

In this article, we have collected some of the best Digital HR case studies we’ve come across. They’re good examples of organizations that really get Digital HR and make the most of it. Each case study is connected to a specific business imperative. What’s in? Anchor Trust 2. Deloitte 5.

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Text Analysis in HR: A Brief Case Study

JANUARY 5, 2020

Take ‘ use’ and ‘ need’ as examples : do they occur often due to a particular focus on what is needed or should be used, or do they typically occur anyway when sharing knowledge through writing? In my opinion, text mining and natural language processing are prime examples of that. Words that are common may not always be important.

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Wal-Mart: Our Fastest Growing Business Line is Delivering Experiences [Case Study]

APRIL 26, 2018

For example , one area in particular that is growing faster than any other part of the business is personal shopping assistance. For example , how should you respond if the customer’s item is out of stock? This set of training examples in itself is highly indicative of the kind of work these people are doing.

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13 HR Analytics Courses Online To Check Out in 2024

FEBRUARY 23, 2024

All subjects are illustrated by real-life examples of how various organizations tap into HR analytics techniques to help them flourish. A dashboard example is included below. It includes facilitated discussions, case studies , group and individual activities, and self-assessments. Want to know more?

Case Study: How One Healthcare Agency Uses Appreciation to Improve Business and Patient Outcomes (#greatness17)

AUGUST 8, 2017

This data is one company’s example of how to do that, but it’s a great script for those of you that are looking to explore the value that appreciation and recognition can bring. Thanks to O.C. Tanner for the invitation to the event and for access to Ms. Ullom-Vucelich for the amazing conversation! Enjoyed this?

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Case Study: Steelcase Uses Onboarding Technology for Leadership Development

FEBRUARY 4, 2019

That’s what companies are discovering about onboarding technology and here’s a super interesting example . For a deeper look at the Steelcase program, read the full case study . The post Case Study : Steelcase Uses Onboarding Technology for Leadership Development appeared first on SilkRoad. Unlimited possibilities.

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Develop Your Talent Acquisition Strategy With 6 Practical Examples

In this article, we’ll explore what a talent acquisition strategy looks like, how to develop a talent acquisition strategy, along with some best practices and examples to help you move your company forward. Consider, for example , putting together an attractive compensation package with good health benefits (including mental health).

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Case Study: Growing Your Marketing Agency With Automated Employee Feedback

MAY 24, 2017

For example , when co-founders Kelsey Meyer & John Hall were leading a team of ten, a weekly in-person meeting was sufficient to surface and address the most important issues facing the business. Influence & Co. , With hierarchy now in place, passing information up the ladder was critical to prevent information bottlenecks.

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Why you must start succession management planning now – a case study

Business Management Daily

MAY 7, 2021

Human resources leaders can use this example as a reminder as to why they need to drive succession management conversations frequently and with vigor. The post Why you must start succession management planning now – a case study appeared first on Business Management Daily.

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  1. 😝 Hrm case study examples. HRM Case Studies With Solutions. 2022-10-14

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  2. HR Analytics Case Study Collection

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  4. HR Case Management: Benefits and Best Practices

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  1. PDF Revamped Digital HR Case Studies Collection

    Business impact. 65% decrease in average cost per application, from 51 GBP down to 18 GBP. An increase in conversion rate, from 2.04%. using the old recruitment method of applying. via uploading a CV to a website to 27% using. the chatbot.

  2. 9 Digital HR Case Studies with Business Impact

    Gamification can be a good way to enhance an already existing digital process. 5. Global Energy Firm. Making Digital HR a reality. While it's important to focus on providing digital platforms to improve your customer experience, it's just as important to recognize the importance of Digital HR to improve your employee experience.

  3. Digital HR Case Study Collection

    Download free pdf. Download pdf. Get access to some of the best Digital HR case studies we've come across in the past two years. Each one is connected to a specific business imperative. Fill out the form to find out all about: 10 organizations that really get Digital HR and make the most of it. How they approached their Digital HR challenges.

  4. Top HR Case Studies To Learn

    In your HR training certification by IIM Raipur, you will learn how companies had to think about managing workers and form new rules. Recruitment, dismissal, bonus, and absence from work came under the scope of manpower management. Researchers like Elton May opined that factors like motivation, job satisfaction, leadership skills, and group ...

  5. 15 HR Analytics Case Studies with Business Impact

    15 HR Analytics Case Studies. 1. Saving money by predicting who will quit. On March 13 2015, the Wall Street Journal published an article titled: "The Algorithm That Tells the Boss Who Might Quit". The article explored how Credit Suisse was able to predict who might quit the company.

  6. PDF Digital HR Case Study Collection

    Digital HR Case Studies with Business Impact 1. ANCHOR TRUST Using chatbots to create the best possible candidate experience 2. ATOS A strategy focused on transformation 3. DELOITTE ... returning to the DLA site every week. While it's important to focus on providing digital platforms to improve your customer experience, it's just as ...

  7. 13+ HR Case Studies: Recruiting, Learning, Analytics, and More

    Internal promotion-how Chipotle reduced turnover by 64%. Internal promotion is a valuable, yet underutilized, tool to engage employees and managers in the recruiting process, provide career growth, and save on costs associated with bringing in external talent. As I alluded yesterday, the content covered at Hire Minds was astonishing.

  8. Case study w rekrutacji

    Case study, czyli studium przypadku, jest jedną z metod rekrutacji stosowaną przy selekcji pracowników na stanowiska menedżerskie i executive. Pozwala na sprawdzenie, jak kandydat zachowa się w sytuacji, z którą mógłby mieć do czynienia jako pracownik firmy. To niezwykle praktyczna i skuteczna metoda jednoczesnej weryfikacji ...

  9. HRD Case Studies

    Case Study 3: Bridging Skill Gap at HealthFirst Hospital. Challenge: HealthFirst Hospital faced a gap between the skills of newly hired nurses and the demands of the job, affecting patient care quality. Solution: HRD partnered with nursing schools to develop a bridge program. The program offered hands-on training and mentoring to recent graduates.

  10. A Guide to Human Resources Management Case Studies

    Human Resource Management case studies provide valuable insights into the challenges faced by HR professionals in diverse workplaces. In this comprehensive guide, we will explore real-life examples of HRM in action, showcasing the strategies and solutions implemented to tackle various HR challenges. Key Takeaways: Human Resources Management Case Studies offer practical insights for HR ...

  11. People Analytics: 5 Real Case Studies

    They are actually the first and final steps, respectively, in the three-part process of people analytics. 1. Reporting. HR reporting is the foundation of people analytics, bringing together all the data your organization has tracked. HR reports are objective and factual. They present data in a digestible way to highlight patterns, but do not ...

  12. 13+ HR Case Studies: Analytics, Culture, Learning, Recruiting

    As someone who has worked in the HR profession, I know well the full value of stories, examples, and case studies. At the end of the day, practitioners like us wanted to know that we weren't the only ones facing a problem and that, just maybe, some other organization had already surmounted the issue with some measure of success that we could learn from.

  13. Best practices: 10 most popular case studies of 2019

    To recap, this special edition of the HR Bulletin showcases 10 of our most popular case studies of 2019, featuring the tried-and-test best practices of Experian, Shopee, BAT Singapore, and more. 1. How foodpanda is overcoming the matter of people working "systematically long hours". As part of a special feature we did this year on work-life ...

  14. AI HR Case Studies: Lessons from the Front Lines

    Case Study Snapshots: A Glimpse into AI-Enhanced HR Achievements. By dissecting these case studies, we get a front-row seat to the trials and triumphs of AI HR Companies and startups. The successes are noteworthy—from improved hiring accuracy to hyper-personalized employee development programs. But the lessons learned are even more valuable ...

  15. How DLA Piper is transforming its culture

    Global law firm DLA Piper - named Most Innovative Law Firm at the FT Innovative Lawyers Europe Awards 2021 - saw an opportunity not only to address these challenges head on, but to capitalise on them to build stronger and more innovative client relationships. The result is an organization-wide Radical Change programme. The programme is ...

  16. Case Study: HR as a Vital Catalyst for Company Success

    HR effectively redefined the recruiting and selection process to hire people who would embrace the 20 percent, aided in creating incentives aligned with the 20 percent purpose, and built a performance review process designed to reward and recognize efforts and contributions focused on achieving the it. In doing so, HR was a vital catalyst in ...

  17. PDF HR analytics case study collection

    Case studies with business impact. People analytics has transformed from trend to an essential part of HR's toolkit. Confidence in the discipline is high — just look at the people analytics technology market, which was valued at $5.6 billion in 2022, and only expected to grow. If you're still not sure if investing time or budget in people ...

  18. 10 Steps to Write a HR Case Study

    Managing your data makes your study more manageable to handle, interpret and understand. 8. Choose the best data presentation tools. A case study is all about how well you handle your data and communicate the responses obtained. Presentation is therefore very delicate to this process.

  19. Case Studies: An Example of HR Policies in Action

    The case study focuses on a specific company, providing background information about the organization and the HR policies implemented. It delves into the results and impact of these policies on the company's overall operations, employee satisfaction, and productivity. An analysis of the case study examines the strengths and successes of the ...

  20. Human Resources Case Interview: Step-By-Step Guide

    How to Solve a Human Resources Case Interview. There are seven steps to solve a Human Resources case interview. 1. Understand the case. Understanding the case scenario is the foundation of effective problem-solving. Read or listen to the scenario carefully, absorbing the context, key stakeholders, and central issues.

  21. Case Study and Trends

    HR Trends and Case Studies. Effortless HR. JANUARY 20, 2022. Description - The COVID-19 pandemic has created a major shift in HR trends across a huge range of workplaces. HR trends during the pandemic (and as we move towards a post-pandemic phase) show numerous creative adaptations and adjustments across companies and workplaces. HR Trends Throughout 2020-21.

  22. Case Study and Examples

    Case study: Executing a recruitment marketing video plan. Stories Incorporated HR. MAY 19, 2021. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. was the right fit, not only from the great examples of quality work they provided, and the array of project options that they offered.

  23. HR Transformation: Real-Life Case Studies for Professionals

    Nov 27, 2023. 1. As the business landscape evolves, Human Resources (HR) transformation becomes imperative for organizational success. This article provides a firsthand look at real-life case ...