Case Analysis Deliverables, Methodology and Samples

Contents1.

Case Analysis Deliverables

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Case Analysis MethodologySample Case Analysis of Cases 1 & 2

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Case Analysis (CA) DeliverablesTwo documents will be prepared: Case Analysis Presentation: Power point (PPT) slides on the format mentioned in the following slides. Pls note presentation will be a brief documents explaining relevant areas in bullet points Case Analysis Report: A Word document hardcopy mentioning solution against each criteria asked Both deliverables have to be submitted on the deadlines mentioned in complete form, no incomplete CA will be entertainedCopyright 2011 Pearson Education, Inc. publishing as Prentice Hall 53

Case Analysis (CA) Methodology CA will cover the following areas: Management Dilemma: a brief written statement explaining the

actual problem of the case, which reflects the presence or absence of a certain concept in a particular case relating to a given chapter of the book. Associated facts supporting the dilemma identification are to be mentioned in bullet points Management Response: a statement expressing the action the organization or individuals involved in the case have selected to resolve the matter. Either the management response has to be identified from the relevant chapter concepts and companied by action steps or the provided solution as mentioned in the case has to be explained further with given facts. Answers to Case Questions: all questions provided with a case have to be answered

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Case 01 Jack Nelsons Problem Management Dilemma: Non alignment of HR Strategy with Banks Overall strategy

Associated Facts: Decentralized hiring (each supervisor hiring individually and not communicating with other line managers) Lack of role clarity ( job duties are not explained to incumbents) Absence of Employee Advocacy (employees want to communicate problems but there is no one to turn to) High Employee Turnover Banks organizational size has increased from 27 to 191 and HR management has not evolved with the new structure

Management Response: Establish HR function in the Bank to address HR issues

Case 01 Jack Nelsons Problem Ans1. Organizational problems are pertaining due to absence ofHR function to address HR needs of the Bank as stated earlier

Ans2. Benefits of HR Function establishment:

Strategic HR plan will be developed in line with Banks size and growth needs Establishment of High Performance Work Systems and procedures will be entailed with centralization of recruitment, employee advocacy to be enforced as well as determination of assigned work in various jobs and the associated rewards Line and staff management roles will be clarified which will strengthen employees advocacy, motivation and conducive work environment Development of HR metrics (performance measures) such as Time to fill, cost per hire for measuring functional effectiveness

Case 01 Jack Nelsons Problem Ans 3. Specific HR Functions

Job Analysis to identify individual job roles Determine HR planning needs in Strategic HR plan Recruit & select candidates in accordance with Banks culture and business needs not only to satisfy functional needs Orientation & training of new employees Train & develop managers for effectively handing employee concerns Administer Appraisal against performance standards identified through job analysis Develop wage, salary, benefits and incentive policies and structures against performance achievement Centralize HR-related communication such as interviewing, employee counseling and disciplinary measures wherever required

Case 01 Jack Nelsons Problem HR Functions with Line managers: Selecting employees after due HR participation in the process Providing hands-on knowledge of work details against individual

jobs in job analysis Orientation of new employees regarding work activities and assigned duties, while HR to communicate relating to organizational policies, procedures, benefits, facilitates Appraising work performance against assigned objectives prepared in business planning as well as against performance standards developed in job analysis Providing market / industry information to HR on latest work tools (mobile facilities, pay rates, car entitlement, etc) Communicating (interviewing jointly for selection, counseling employees on non-performance and conveying disciplinary matters such as absenteeism to HR

Case 01 Jack Nelsons Problem HR Functions with Line managers: Building employee commitment through fair treatment in

performance assessments and honoring reward commitments

Internets role in the new HR organization Outsourcing certain HR activities such as benefits

administration, applicant testing can improve performance

Case 03 Siemens Builds a Strategy-Oriented Strategy Management Dilemma: Align HR strategy with Siemens' diversification strategy

Management Response: New HR strategy based on continuous learning, team-based

work environment and continuous job rotations Actions taken: Apprenticeship programs as well as class room trainings Company sponsored executive development Process-orientation (know whole work not one part) Build company image through regular trainings on systems, processes and conducive work environment facilitating cultural diversity

Case 03 Siemens Builds a StrategyOriented Strategy Ans1. Strategic Required outcomes Design Recruitment & Selection systems on required employee

competencies (attracting and retaining talent) Continuous learning (class room training, apprenticeships, job rotations) Global team work Mutual respect for cultural diversity

Required Workforce competencies & behaviors Generative (able to learn & deliver innovative solutions on a

continuous basis) Resilient (takes up new roles, is willing to move from job to job) Team work Openness, respect and appreciates workforce diversity

Case 03 Siemens Builds a StrategyOriented Strategy Ans2. Strategically relevant HR systems and policies instituted by Siemens T&D activities supporting continuous learning Company sponsored management / executive development Selection process focused on cross border / cultural experiences

for career development Org. Development activities aimed at building openness, transparency, fairness and supporting diversity