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Prof.

Komal Mansukhani

How to Solve a Case Study


A case study is a collection of facts and data based on a real or hypothetical business situation. The
goal of a case study is to enhance your ability to solve business problems, using a logical framework.
The issues in a case are generally not unique to a specific person, firm, or industry, and they often deal
with more than one retail strategy element. Sometimes, the material presented in a case may be in
conflict. For example, two managers may disagree about a strategy or there may be several
interpretations of the same facts.

In all case studies, you must analyze what is presented and state which specific actions best resolve
major issues. These actions must reflect the information in the case and the environment facing the
firm.

Case study is a story given about some company which involves the issues related to the company
related to a particular topic/subject like Human Resource Management, Logistics Management and so
on.

How to crack a case study-

1) Collect the facts and analyze them - While reading the case, underline the main factual
statements, decisions made by the firm and key points which will highlight the main problems
of the case and then analyze the facts by interpreting and reviewing the decisions of the
individuals and the firm.

2) Identify the main problems/key issues and analyze - Problems in the case are mostly hidden.
So read the case again and again to identify the key issues. Facts may help you in identifying
the problem. Analyze the characteristics and reasons of the issues involved in the case.
Examine them with your knowledge of the concepts related to the subject.

3) Do SWOT analysis of the case - Find out the strengths, weakness, opportunities and threats of
the company/ case which will help you to find the possible solutions to the problems.

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Prof. Komal Mansukhani

4) List alternative course of action and evaluate them and then Recommend the best course of
action Be precise about which alternative is best and make realistic conclusion. It should
reveal your good understanding of the case and have logical reasoning.

Steps to solve the case-

1) Summary of the case Its the summary of the case i.e. what you have understood about the
case. You can start like this The case revolves under. OR Facts of the case - The
important facts of the case which would reveal the problem.
2) Problem in case Highlight the main problems in the case ( Analysis of problems)
3) Solution to the problem Suggest 2 or more possible solutions
4) Final solution - Suggest the best solution which is suitable and fulfills the requirement.
Then answer to the questions (if asked).

CASE 1

Read the following case and answer the questions given below: (8 Marks)

Saxena and Reddy are senior managers in the HR department in LG Insurance Corporation in
conversation with each other. They feel that the real challenge for HR professionals in the insurance
sector will begin in the new millennium. Private and foreign companies in India have become active
after the liberalisation of the insurance sector. The managers feel that the availability of human
resources with skills suited for the insurance sector is meagre. However, LG insurance needed to
conduct job analysis before going in for staffing. Apart from that the company had to pay high salaries
to highly efficient employees. The working hours could not be very rigid. The HR department had to
provide employees with convenient options. The conversation ended with the decision to adopt
employee friendly HR practices in the company.

1. Prepare an analysis of this case


2. What are the strategic issues involved in the recruiting process in the company?

Answers:

Ans. 1

Step 1: Facts of the Case

The case is related to the Human Resource challenges faced by organizations in the new
millennium. It discusses about the challenges faced by HR Professionals in insurance sector.
The senior managers Saxena and Reddy of LG Insurance Corporation faces the following
challenges related to HR Department:

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Prof. Komal Mansukhani

a. Challenge relating to Technology: Advances in computer technology have resulted in an


information explosion. The developments in the field of communication science and
technology have changed the nature of jobs and the way they are performed in the
insurance sector. Hence there is a need for a fresh job analysis to determine what exactly
the nature of each job is and the skills needed to perform them.

b. Challenge relating to Placing Right Person to Right Chair: Finding personnel with the right
skills, potentials, and abilities for the new type jobs is another challenge faced by
insurance sector. This task has become even tougher with the entry of private and foreign
companies.

c. Challenge relating to Employee Retention: To retain the their talented employees, the HR
team will have to adopt extremely employee friendly measures such as flexible working
hours, opportunities for career growth and advancement, other perks and benefits such as
club memberships, low interest loans, financial assistance, quality of work life etc.

Step 2: Problem Area

The case is related to Challenges faced by HR Professionals in Insurance sector. The managers feel that
the availability of human resources with skills suited for the insurance sector is insufficient. The major
major challenge faced is Putting A Right Person On The Right Job, With A Right Reason On The Right
Time..

Ans. 2

Step 3: Strategic issues related to recruiting process & Solution to the Problem

a. The strategic issues involved in the recruitment process by an organization depend on the
nature and requirement of human resources of the organization.

b. It is ideally desirable to use the combination of internal and external sources of recruitment.

c. The recruitment process is affected by number of factors such as


size of the organization,
the employment conditions in the community,
reputation of the organization, working conditions,
compensation package,
incentives and fringe benefits etc.

d. The Recruitment is the first step towards procuring qualified and talented manpower for the
organization. The process of acquiring human resources begins with recruitment, continues
with selection and ceases with placement.

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e. The recruiting process should ensure the position available in the organization which needs to
be filled. It is a complex and continuing process which demands extensive planning and
efforts.

Ideal Recruitment Process:

Case 2

Read the following case and answer the questions given below: (8 Marks)

Mr. Joshi is the administrative Manager of the ABC Bank. He has worked with the bank since last 10
years with an excellent record. He was selected to his current post a year ago.

As a result of this change, his output in the office dropped considerably and morale became low. There
was an alarming increase in staff turnover; the bank CEO engaged a consultant to study the situation.
The report of the consultant praised the expert knowledge of Mr. Joshi on many technical aspects of
office administration. However, the report pointed out his incapability in dealing with people.
Surprisingly, Mr. Joshi enjoyed much popularity with the senior executives of the bank. He won their
esteem for valuable services as a manager. They were worried over the capability of Mr. Joshi in dealing
with people.

i. What is the real cause of problem?

ii. What can be done to rectify the problem considering Mr. Joshis value in the bank?

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Answers:

Ans. 1

Step 1: Facts of the Case

The case is related to Mr. Joshi who is the administrative manager of XYZ Bank, where he is
given promotion which results in Low Job Satisfaction. The promotion in the organization of
Mr. Joshi has resulted in discontent and unrest.

Promotion is the upward movement of an employee in the organizations hierarchy, to


another job, commanding greater authority, higher status and better working conditions. It
assigns a higher level job with more pay and powers.

Step 2: Problem Area

The following points describe the real cause of the problem faced by Mr. Joshi:

a. Low job Satisfaction and Morale


b. Lack of competitive spirit
c. Discontent and unrest due to inadequate training
d. Lack of leadership and human relation skills
e. Incapability in dealing people
f. Alarming increase in staff turnover

Ans. 2

Step 3: Solution to the Problem

To rectify the problem, considering Mr. Joshis value to the bank, the following steps should be taken:

a. An organization cannot function effectively when its employees are not trained well. Lack of
training is often the cause of poor productivity, errors and wastages, unsafe working practices
and dissatisfaction at work.

b. Training helps an employee to raise the level of performance in one or more aspects. This is
achieved either by providing new knowledge and information relevant to a job or by teaching
new skills with new attitudes, values, motives and other personality characteristics.

c. The solution to Mr. Joshis problem is Provision For Effective Training Programme. It will help
him to perform his present job better and more efficiently for handling higher position with
increased responsibility.

d. The programme should be prepared in such a manner which provides learning opportunity to
grow, increase the knowledge and skill for the current job, aims at developing and enhancing
capabilities, potential and creative instinct in all aspects.

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Prof. Komal Mansukhani

Case 3

Read the following case and answer the questions given below: (8 Marks)

Mr. Thakur an MBA was working as the human resource manager for Life Insurance Company. He was
considered an important person in the organization structure on account of certain vital decisions
related to employee compensation and rewards taken by him.

As a part of HR policy, Thakur wanted to develop a loan structure for the organization. He felt that
having a loan organization structure during the expansion period would help the company in
becoming more flexible in adapting to change. He believed that a fast growing company should have a
limited number of personnel. Initially Thakur was against retrenchments and layoffs, his policies
worked well. As the organization expanded, Thakur advised the top management to develop a strategic
human resource plan that would take care of the future needs of the organization. His advice was
ignored.

The consequences did not favour the company in the last three years. The organization structure was
too lean and this led to a shortage of manpower. The company pushed existing employees to work
more, with no overtime allowance. Their productivity decline and people quit in large numbers.

A meeting was convened to resolve to resolve the problem. Thakur and convinced the management
that once the present problems are solved, the company would have to resolve the strategic HR plan.

i. Describe the HR problems that the Life Insurance Company faced. What were the reasons for
these problems?

ii. How would Strategic human resource planning benefit Life Insurance Company?

Ans.1

Step 1: Facts of the Case

The case is about Mr. Thakur an MBA, working as HR Manager for Sun Life Insurance Company. He is
being considered as an important person in organization structure on account of certain vital
decisions related to employee compensation and rewards taken by him. He wanted to develop a lean
structure for organization. The organization is developing more flexible in adapting to change due to
expansion programme. He believed that fast growing company has a limited number of personnel. His
HR policies worked always well, he was against retrenchments and layoffs.

Step 2: Problem Area

The problem in the case is relating to Human Resource Planning. Sun life Insurance Company has
been going for a rapid expansion and growth of business. The HR Dept. of the company has failed in its
responsibility to plan and draw up a comprehensive strategy to meet the manpower requirements. The
company pushed existing employees to work more, with no overtime allowance this led to decline in
productivity, efficiency and quits in large numbers. As a Consequence, Sun Life Insurance Company is
now facing an acute shortage of skilled manpower.

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Prof. Komal Mansukhani

The problem could have easily been avoided if the top level management of the company have not
ignored the advice of Mr. Thakur. Mr. Thakur advised the top management to develop a strategic HR
plan that would take care of the future needs of the organization. He is a correct HR professional. This
is seen in his decision to keep the organization lean in initial stages in order to avoid layoffs.

Ans. 2

Step 3: Solution to the Problem

Human resource planning is concerned with how people are employed and developed in order to
improve organizational effectiveness. Its based on the belief that people are an organizations most
important strategic resource.

Human resource planning is not a matter of choice but a necessity for modern organizations. It is
essential for:

Smooth and efficient functioning of organizations


Filing gaps in manpower
Expansion and diversification
Challenges relating to changing technology
Shortage of skills etc.

The Company will be benefited extremely from strategic human resource planning. The benefits are as
follows:

a. Strategic human resource planning is concerned with forecasting the future manpower needs
of the organization so that adequate and timely provisions may be made to meet those needs.
b. Strategic human resource planning is an ongoing process. It is not a onetime process, as the
demand and the supply of human resources undergo frequent changes.
c. Strategic human resource planning focuses not merely on maintaining the right number of
people but also ensuring that the organization has the right kind of people.
d. The plans made are long term as well as short term in nature. The long term are usually for a
period of 5 years or more and are prepared on the basis of trends in the economy, labor market
and production. The short term plans are concerned with filling existing jobs and recruiting
and selecting the right personnel as per the knowledge, skills and abilities.
e. It ensures smooth and efficient working of the organizations
f. It identifies the gaps in existing manpower in terms of quality and talent and takes corrective
steps to fill the gaps.
g. It planning is appropriate it results in cost effective budget.

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