how to write a hr case study

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.

• Improve your remote hiring
• Have you heard? We really miss office gossip
• A great employee experience attracts great talent
• Attract and retain top talent during tough times

Suggested insightful content from expert perspectives

Is anyone going back to the office?

The answer is yes. Now we know that working from home works, many employees will want to keep doing it when the coronavirus crisis fades.

What to do before, during and after your online meetings

Online meetings are becoming more and more common, not least due to a certain global pandemic that is pushing employees around the world to work

What are the secrets to people management skills?

It’s very essential to have correct people management skills as managers play a big role in success of the organisation or people management are most

Business hours

We are open:

Mon – Fri : 8:00 am – 4:30 pm

Saturday, Sunday and Public Holidays : closed

If you have a question or would like to get in touch with us, contact us on +27 11 888 8914 or [email protected]

Helpful Links

• FAQ’s
• Terms and Conditions
• Find a job anywhere in the world

HR Training Resources

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.

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

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.

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:

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.”

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.

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

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.

Source Links

• https://www.shrm.org/credentials/certification/educators/teaching-resources
• https://www.e-elgar.com/shop/usd/case-studies-in-work-employment-and-human-resource-management-9781788975582.html
• https://gfoundry.com/everything-you-need-to-know-about-human-resources-a-manual-for-managers-and-professionals/

Similar Posts

A Guide to Human Resources Management Competencies

Human resource management is a rapidly growing career, with projected job growth of 9% from 2014 to 2024. In today’s HR roles, professionals need a broad range of skills and competencies to excel. This comprehensive HR skills list includes key areas such as business management, leadership, human capital development, communication, strategic thinking, and workplace culture…

A Guide to Human Resources Leadership

Human Resources leadership plays a pivotal role in organizations, driving the success of HR practices and aligning them with the overall goals of the company. HR leaders, whether they hold positions as HR Managers, HR Directors, or HR Executives, are instrumental in building strong relationships with employees and creating a positive work environment. To be…

A Guide to HR Strategic Management

Welcome to our comprehensive guide on HR Strategic Management. In today’s competitive business landscape, organizations recognize the importance of strategically managing their human resources to drive success and achieve their goals. HR Strategic Management focuses on aligning human resources strategies and practices with overall business strategies, ensuring that the workforce is equipped to support the…

A Guide to HR Change Management Techniques

Change management is a crucial process for organizations navigating internal and external transformations. It involves implementing effective HR strategies to drive organizational change, engage employees, and ensure successful change implementation. Change leadership and communication strategies play a vital role in creating a culture of change readiness and fostering employee engagement. Key Takeaways: Implementing HR change…

The Impact of Employee Rights on Workplace Dynamics

Open the door to understanding how employee rights influence workplace dynamics, shaping organizational culture and interactions.

A Guide to HR Talent Acquisition Trends

As organizations gear up for the new year, HR professionals are placing a strong emphasis on talent acquisition and recruitment strategies. Staying up to date with the latest trends in HR talent acquisition is now more important than ever. By implementing these trends, organizations can attract and retain top talent while ensuring they stay ahead…

• AI Content Shield
• AI KW Research
• AI Assistant
• SEO Optimizer
• AI KW Clustering
• Customer reviews
• The NLO Revolution
• Press Center
• Help Center
• Content Resources
• Facebook Group

Guide to Writing an Effective HR Case Study

Table of Contents

As a human resource (HR) professional, you may be asked to write a case study at some point in your career. A case study is a detailed account of a real-life HR situation that highlights challenges, solutions, and outcomes. It’s an effective tool for learning and development and showcasing your skills and expertise to potential employers or clients. This brings us to why an HR should learn how to write an HR case study. Writing a good HR case study requires knowledge, creativity, and attention to detail. In this article, we’ll explore the key elements of a successful HR case study. Let’s get started with tips on  how to write an HR case study .

What Is an HR Case Study?

An HR case study is a detailed analysis of a specific human resources problem or challenges that an organization has faced . It typically involves the identification of the problem and analysis of potential solutions. It also includes developing and implementing a course of action to address the issue.

Importance of an HR Case Study

The importance of HR case studies lies in their ability to provide valuable insights. This is regarding the best practices and innovative solutions for human resources issues. Here are some of the key reasons why HR case studies are essential:

Learning From Real-World Examples

HR case studies provide a practical and engaging way to learn about HR issues and solutions. By studying real-world examples of HR challenges and their resolutions, HR professionals can gain a better understanding. This will lead to how to approach similar problems in their organizations.

Developing Problem-Solving Skills

HR case studies allow HR professionals to develop and showcase their problem-solving skills, analytical abilities, and strategic thinking. By presenting a well-researched and well-written case study, HR professionals can demonstrate their expertise and leadership potential within the organization.

Identifying Best Practices

HR case studies can be used to identify best practices and innovative solutions for HR issues. By examining successful HR initiatives and programs, HR professionals can gain insights into what works and what doesn’t. They can use this knowledge to develop effective HR strategies.

Building Support for HR Initiatives

HR case studies can be used to showcase the value of HR initiatives to senior leadership and other stakeholders. By presenting data and examples of successful HR programs, HR professionals can help to build support and buy-in for HR initiatives. They can help to secure the resources and funding needed to implement them.

Driving Positive Change

HR case studies can help to drive positive change and growth within an organization. Organizations can improve employee satisfaction, productivity, and overall business performance by identifying and addressing HR issues.

Key Elements of a Successful Case Study

Start with a clear objective.

Before you start writing your case study, it’s essential to have a clear objective in mind. What do you want to achieve with this case study? Is it to showcase your problem-solving skills? Is it to demonstrate the effectiveness of a particular HR strategy? Or is it to share best practices with others in the field? Whatever your objective is, make sure it’s specific, measurable, and achievable. This will help you stay focused throughout the writing process and ensure your case study is relevant and informative.

Choose a Compelling HR Situation

The next step is to choose an HR situation that is compelling and relevant to your objective. This could be a real-life scenario you’ve encountered or a hypothetical situation demonstrating a particular HR challenge. When choosing a situation, consider the following:

• Is it relevant to your objective?
• Is it complex enough to showcase your problem-solving skills?
• Does it have a clear beginning, middle, and end?
• Does it involve various stakeholders, such as employees, managers, and external partners?

Once you’ve chosen your situation, gather all the relevant data, such as interviews, surveys, and performance metrics.

Set the Scene

The beginning of your case study should set the scene for the situation you’re presenting. This is where you introduce the main characters, provide background information, and explain the context of the situation. Tell a story that captures the reader’s attention to make your case study engaging. This could be a real-life anecdote or a hypothetical scenario that illustrates the problem you’re trying to solve. For example, if your case study is about a company struggling with high employee turnover, you could start by telling a story. It could be one of an employee who quits after only a few months on the job. This will help to humanize the situation and make it more relatable to the reader.

Define the Problem

Once you’ve set the scene, it’s time to define the problem you’re trying to solve. This should be a clear and concise statement that identifies the organization’s main issue or challenge. When defining the problem, focus on the root cause rather than the symptoms. For example, if the problem is high employee turnover, the root cause may be poor management practices or a lack of career development opportunities.

Analyze the Data

The next step is to analyze the data you’ve gathered and identify potential solutions to the problem. This is where your analytical skills come into play, as you’ll need to review the data and identify patterns, trends, and insights. When analyzing the data, consider all the relevant factors, such as employee demographics, job satisfaction, and performance metrics. You may also want to consider external factors, such as industry trends or economic conditions.

Develop a Solution

Based on your analysis, you should be able to develop a range of potential solutions to the problem. This is where your creativity and problem-solving skills come into play. You’ll need to create innovative and practical solutions that address the root cause of the problem. When developing a solution, consider the feasibility, cost, and potential impact on the organization. You should involve stakeholders, such as managers and employees, in the solution development process to ensure buy-in and support. It’s essential to consider a range of solutions and evaluate each one based on its potential effectiveness, cost, and feasibility. You can develop a cost-benefit analysis or a risk assessment to help you make an informed decision.

Implement the Solution

Once you’ve developed a solution, it’s time to implement it. This is where your project management skills come into play. You’ll need to create a detailed plan, assign responsibilities, and set a timeline for implementation. When implementing the solution, communicate the plan and its benefits to all stakeholders. You can also provide training and support to employees affected by the solution. Monitoring the implementation process closely and adjusting as needed is essential. You may encounter unexpected challenges or resistance from stakeholders, so it’s important to be flexible and adaptable.

Evaluate the Outcomes

Once the solution has been implemented, evaluating its effectiveness is essential. This is where you’ll measure the outcomes and compare them to the goals you set at the beginning of the case study. When evaluating the outcomes, consider both the quantitative and qualitative data. This could include employee satisfaction surveys, performance metrics, and stakeholder feedback. If the solution was successful, highlight the key factors that contributed to its success. If it wasn’t successful, consider what could be improved in future implementations.

Tell the Story

The final step is to tell the story of your HR case study in a compelling and engaging way. This could involve writing a report or developing a presentation that highlights the key elements of the case study. When telling the story, make sure to focus on the problem, the solution, and the outcomes. Use data and examples to illustrate your points, and consider including quotes or testimonials from stakeholders. To make your case study stand out, try to be creative and use a variety of formats, such as infographics, videos, or podcasts. You may also want to consider publishing your case study online or sharing it with other HR professionals through social media or professional networks.

Tips on How to Write an HR Case Study

Now that you know the key elements of a successful HR case study, here are some tips to help. You can write one that is both informative and engaging:

• Use a storytelling approach to make your case study more relatable and engaging.
• Focus on the problem, the solution, and the outcomes to provide a clear and concise narrative.
• Use data and examples to illustrate your points and support your arguments.
• Involve stakeholders in the solution development process to ensure buy-in and support.
• Be creative and use a variety of formats to make your case study stand out.
• Don’t be afraid to highlight your own skills and expertise in the case study. Make sure to focus on the outcomes rather than your own achievements.
• Use a brief and formal writing style, and make sure to proofread and edit your work carefully.

Learning how to write an HR case study requires a combination of knowledge, creativity, and attention to detail. By following the steps outlined in this article, you can develop a great case study that showcases your problem-solving skills . This will prove your analytical abilities, and your expertise in the field of human resources. Remember to focus on the problem, the solution, and the outcomes, and to use data and examples to support your arguments. And don’t be afraid to be creative and innovative in the way you tell your story. After all, a great HR case study is not just informative, but also engaging and memorable.

Abir Ghenaiet

Abir is a data analyst and researcher. Among her interests are artificial intelligence, machine learning, and natural language processing. As a humanitarian and educator, she actively supports women in tech and promotes diversity.

Explore All Write A Case Study Articles

How to write a leadership case study (sample) .

Writing a case study isn’t as straightforward as writing essays. But it has proven to be an effective way of…

• Write A Case Study

Top 5 Online Expert Case Study Writing Services 

It’s a few hours to your deadline — and your case study college assignment is still a mystery to you.…

Examples Of Business Case Study In Research

A business case study can prevent an imminent mistake in business. How? It’s an effective teaching technique that teaches students…

How to Write a Multiple Case Study Effectively

Have you ever been assigned to write a multiple case study but don’t know where to begin? Are you intimidated…

How to Write a Case Study Presentation: 6 Key Steps

Case studies are an essential element of the business world. Understanding how to write a case study presentation will give…

How to Write a Case Study for Your Portfolio

Are you ready to showcase your design skills and move your career to the next level? Crafting a compelling case…

This site uses cookies to improve your experience. By viewing our content, you are accepting the use of cookies. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country we will assume you are from the United States. View our privacy policy and terms of use.

• Employee Benefits
• Change Management
• Talent Acquisition
• Applicant Tracking Systems

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?

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 .

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

• Beyond the Check-in: Building Trust and Performance Through Powerful 1:1s
• Thriving as a Lean & Mean HR Machine
• Cultivating Engagement: Strategies and Actionable Plans for Success
• Mastering Remote Onboarding: Proven Strategies for Seamless New Hire Integration

MORE WEBINARS

Trending Sources

• HR Bartender
• UrbanBound HR
• Engage2Excel

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.

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.

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?

PayParity Pay Equity Case Study: Mother Jones

SEPTEMBER 6, 2022

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. .

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.

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.

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.

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.

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. . .

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

SEPTEMBER 3, 2019

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.

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.

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.

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.

Varda Chocolatier: Customer Interview & Case Study 

FingerCheck

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 .

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.

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.

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.

[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.

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 *.

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.

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.

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.

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.

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

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.

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.

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?

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.

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.

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.

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 .

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.

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?

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.

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.

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.

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?

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.

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.

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.

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).

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?

Stay Connected

Join 398,000+ Insiders by signing up for our newsletter

• Participate in Human Resources Today
• 2019 Human Resources Today Summer Reading List
• Stay At Home Reading List
• Add a Source
• Add a Resource
• See All 
• 2018 Human Resources Today MVP Awards
• 2017 Human Resources Today MVP Awards
• 2019 Human Resources Today MVP Awards
• 2020 Human Resources Today MVP Awards
• 2021 Human Resources Today MVP Awards
• 2022 Human Resources Today MVP Awards
• Wed. Jul 10
• Tue. Jul 09
• Mon. Jul 08
• Sun. Jul 07
• Jun 29 - Jul 05
• Employee Engagement
• Onboarding Software
• Talent Management
• Performance Management
• Time and Attendance
• More Topics 

Input your email to sign up, or if you already have an account, log in here!

Enter your email address to reset your password. a temporary password will be e‑mailed to you., be in the know on.

Human Resources Today

Expert insights. Personalized for you.

We organize all of the trending information in your field so you don't have to. Join 398,000+ users and stay up to date on the latest articles your peers are reading.

Get the good stuff

Subscribe to the following Human Resources Today newsletters:

You must accept the Privacy Policy and Terms & Conditions to proceed.

You know about us, now we want to get to know you!

Check your mail, we've sent an email to . please verify that you have received the email..

We have resent the email to

Let's personalize your content

Use social media to find articles.

We can use your profile and the content you share to understand your interests and provide content that is just for you.

Turn this off at any time. Your social media activity always remains private.

Let's get even more personalized

Choose topics that interest you., so, what do you do.

Are you sure you want to cancel your subscriptions?

Cancel my subscriptions

Don't cancel my subscriptions

Changing Country?

Accept terms & conditions.

It looks like you are changing your country/region of residence. In order to receive our emails, you must expressly agree. You can unsubscribe at any time by clicking the unsubscribe link at the bottom of our emails.

You appear to have previously removed your acceptance of the Terms & Conditions.

We noticed that you changed your country/region of residence; congratulations! In order to make this change, you must accept the Aggregage Terms and Conditions and Privacy Policy. Once you've accepted, then you will be able to choose which emails to receive from each site .

You must choose one option

Please choose which emails to receive from each site .

• Update All Sites
• Update Each Site

Please verify your previous choices for all sites

Sites have been updated - click Submit All Changes below to save your changes.

We recognize your account from another site in our network , please click 'Send Email' below to continue with verifying your account and setting a password.

You must accept the Privacy Policy and Terms & Conditions to proceed.

This is not me

making HR better, one HR pro at a time

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!

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

Phone Login

Looks like you already have an account with this ID. You can try logging in

Forgot password?

Back to login

Register Now

This Email id already exist please try loging in

Create an account to find courses best suited to your profile

• September 26, 2022

Best HR Case Studies

Drop your details to know more about programme

• Mobile Number *
• State * State* Andaman and Nicobar Andhra Pradesh Arunachal Pradesh Assam Bihar Chandigarh Chhattisgarh Dadra and Nagar Haveli Daman and Diu Delhi Goa Gujarat Haryana Himachal Pradesh Jammu and Kashmir Srinagar Jharkhand Karnataka Kerala Lakshadweep Madhya Pradesh Maharashtra Manipur Meghalaya Mizoram Nagaland Odisha Puducherry Punjab Rajasthan Sikkim Tamil Nadu Telangana Tripura Uttar Pradesh Uttarakhand West Bengal
• I accept Terms and Conditions

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:

Executive Program In Business Management

Professional Certificate Program In General Management

How to grow your career in Human Resource Management?

Executive Program In Supply Chain Management During Uncertain Times

Professional Certificate Program In Supply Chain Strategy And Management

Executive Development Program In Project Management For Senior Professionals

Want to know how can this course help in your profile?

Talk to our counsellors to find a course best for your career.

• Will get in touch with you soon

Let us call you back

We'll contact you asap.

• Select a Course Select a course Post Graduate Diploma In Finance Doctor Of Business Administration Doctorate of Business Administration Certificate Program in Applied Data Science and Deep Learning Executive Development Programme in Leadership in Sales & Marketing – The CMO Programme Postgraduate Certificate In Business Analytics B- 6 New Digital Marketing Job Linked Bootcamp Executive Development Programme in Strategic Decision Making in the Digital Era Professional Certificate Program in Health Care Management with immersion Advanced Certificate in Digital Marketing and Communication S4 Advanced Certificate in Digital Marketing and Communication S3 Advanced Certificate in Digital Marketing and Communication S2 Executive Development Programme in Applied Finance Executive Development Programme in Talent Management Executive Certificate Program in HR Analytics Advanced Certificate in Supply Chain Management MBA from Staffordshire Business School Professional Certificate program in Cyber Security Doctor of Business Administration in Emerging Technologies Executive Development Program in HR Analytics from XLRI B6 Executive Development Programme in Digital HR Transformation & AI-Driven HR Analytics MICA-MBMC-14-1223 Professional Certificate Program in Business Analytics B8 Professional Certificate Program In Marketing And Sales Management Executive Development Program in Advanced Financial Management MS in Full Stack Artificial Intelligence and Machine Learning MS in Full Stack Artificial Intelligence and Machine Learning MS in Full Stack Artificial Intelligence and Machine Learning Advanced Program in Strategic Management for Business Excellence -B4 Executive Certificate Program in Supply Chain Management and Analytics Master of Business Administration (MBA) Liverpool Business School -immersion MBA (Global) | Deakin Business School- With immersion Executive Development Program in Human Resource Management from XLRI Jamshedpur -B15(Copy) Advanced Certificate in Sales Forecasting and Demand Planning EXECUTIVE DEVELOPMENT PROGRAMME IN DIGITAL TRANSFORMATION STRATEGIES Executive Development Program in Human Resource Management from XLRI Jamshedpur -B15 Executive Development Program in Financial Analytics B-6 Full Stack Development Bootcamp Professional Certificate Program in Health Care Management Executive Development Program in Talent Management from XLRI- B12 Executive Certificate Programme in Advanced Strategic Management & Innovation Executive Development Programme in Driving Growth – The CXO Programme B-2 Executive Development Program in Project Management For Senior Professionals from XLRI Jamshedpur -B10 Ecommerce Supply Chain Management and Analytics Professional Certificate Program in General Management Batch 6 Master of Science in Computer Science Master of Science in Data Science Executive Post Graduate Programme in Machine Learning & AI Executive Development Programme in Strategic Marketing Management (Batch 2) Advanced Certificate Programme in Big Data Programming Advanced Certificate Program in Devops Advanced Certificate Programme in Cloud Backend Development Advanced Certificate Programme in Blockchain Executive Development Programme in Strategic Brand Management -B2 Advanced Certificate Programme in Cyber Security Executive Program in Supply Chain Management During Uncertain Times -B3 Executive Program in Marketing Strategy -B4 Executive Post Graduate Program in Full Stack Software Development Post Graduate Diploma in Management Post Graduate Certificate in Product Management Leadership and Management in New Age Business Executive Development Program in Data Science using Python, R & Excel B-10 Postgraduate Certificate In Business Analytics B- 6 Postgraduate Certificate in Human Capital Leadership -B-2 Executive Development Program in Digital Marketing B-7 100% Job-Guarantee Post Graduate Certificate in Software Engineering Full Stack Development Bootcamp - 100% job opportunities in MAANG/Top product companies Advanced General Management Program Professional Certificate Programme in HR Management and Analytics Executive Post Graduate Programme in Data Science Executive Post-Graduate Programme in Human Resource Management Professional Certificate Program in Data Science and Business Analytics Executive Post Graduate Program in Data Science and Machine Learning PROFESSIONAL CERTIFICATE PROGRAM IN MARKETING AND SALES MANAGEMENT -BATCH 8 Advanced Program in Leadership in the Digital Era -b3 Executive Development Program in Transformational Leadership -B5 Executive Program in Business Management - Batch 3 Professional Certificate Program in Business Analytics from IIM Kozhikode -B7 Executive Development Program in Strategic Management from XLRI -Batch6 Executive Development Programme In Business Analytics and Big Data Executive Certificate Program in Business Analytics and Big Data Advanced Certificate in Managing Brands and Marketing Communication -B-13 Executive Development Program in Human Resource Management from XLRI Jamshedpur -B14 Executive Development Program in Leadership & Change Management b-9 Certificate Programme In Operations Management And Analytics Professional Certificate Program in Supply Chain Strategy and Management - B5 Executive Development Program in Advanced Financial Management Executive Certificate Program in Applied Financial Risk Management -batch-3 Advanced Certificate in Digital Marketing and Communication Global Doctor of Business Administration Executive Development Programme in Strategic Marketing Management (Batch 1) Executive Development Program in HR Analytics -Batch 5 Executive Development Programme in Strategic Brand Management Master of Business Administration (MBA) Liverpool Business School Professional Certificate Program in Business Analytics from IIM Kozhikode Advanced Program in Strategic Management for Business Excellence Executive Development Program in Financial Analytics Advanced Certificate in Advertising Management and Public Relations Executive Development Programme Digital HR Transformation & AI-Driven HR Analytics Executive Program in Business Management Executive Program in Supply Chain Management During Uncertain Times CERTIFICATE PROGRAMME IN STARTUP BOOT CAMP Professional Certificate Program in Supply Chain Strategy and Management CERTIFICATE PROGRAMME IN INDUSTRIAL DESIGN, INNOVATION AND ENTREPRENEURSHIP Executive Development Program in HR Analytics B4 Executive Program in Marketing Strategy

Call us to get more information

Our counsellors will call you back in next 24 hours to help you with courses best suited for your career

• Human Capital Leadership XLRI Jamshedpur

*I hereby authorize Talentedge to contact me. It will override my registry on the NCPR.

Fee Structure

Program Fees

INR /- +GST

EMI Partners

No Cost EMI - 9 Months

Standard EMI - 12 Months

Standard EMI - 18 Months

Standard EMI - 24 Months

* I accept Privacy Policy and Terms & Conditions. I appoint MyMoneyMantra as authorized representative to receive my credit information from Experian for the purpose of providing access to credit & targeted offers ('End Use Purpose') as defined in given Terms & Conditions.

* Loan Processing fee to be paid directly to the Loan Provider.

Request a call back

Let us help you guide towards your career path

• Non-biased career guidance
• Counselling based on your skills and preference
• No repetitive calls, only as per convenience

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Case Study: Was That Harassment?

• J. Neil Bearden

A salesperson wonders how to respond to a colleague’s joke.

• JB J. Neil Bearden is an associate professor at INSEAD.

Partner Center

Access to 13 certificate programs,
courses and all future releases

Personal Coaching and Career Guidance

Community and live events

Resource and template library

• 9 Digital HR Case Studies...

9 Digital HR Case Studies with Business Impact

1. Anchor Trust

4. Deloitte

5. Global Energy Firm

• A considerable reduction in time to hire (used to be 18 months)
• An improved candidate experience
• Increased data security 

Weekly update

Stay up-to-date with the latest news, trends, and resources in HR

Neelie Verlinden

Related articles.

HRIS 101: All You Need To Know in 2024

AI-Based Coaching: 5 Considerations for HR

Employee Feedback Strategy: 5 Approaches to Consider

New articles.

How To Advance Your HR Career With Human Resources Professional Development (In 2024)

The 21 Best Employee Incentive Programs [+ Real-Life Examples]

Salary Benchmarking Guide: How To Pay Your Employees Fairly

Subscribe to our weekly newsletter, are you ready for the future of hr.

Learn modern and relevant HR skills, online

We use essential cookies to make Venngage work. By clicking “Accept All Cookies”, you agree to the storing of cookies on your device to enhance site navigation, analyze site usage, and assist in our marketing efforts.

Manage Cookies

Cookies and similar technologies collect certain information about how you’re using our website. Some of them are essential, and without them you wouldn’t be able to use Venngage. But others are optional, and you get to choose whether we use them or not.

Strictly Necessary Cookies

These cookies are always on, as they’re essential for making Venngage work, and making it safe. Without these cookies, services you’ve asked for can’t be provided.

Show cookie providers

• Google Login

Functionality Cookies

These cookies help us provide enhanced functionality and personalisation, and remember your settings. They may be set by us or by third party providers.

Performance Cookies

These cookies help us analyze how many people are using Venngage, where they come from and how they're using it. If you opt out of these cookies, we can’t get feedback to make Venngage better for you and all our users.

• Google Analytics

Targeting Cookies

These cookies are set by our advertising partners to track your activity and show you relevant Venngage ads on other sites as you browse the internet.

• Google Tag Manager
• Infographics
• Daily Infographics
• Popular Templates
• Accessibility
• Graphic Design
• Graphs and Charts
• Data Visualization
• Human Resources
• Beginner Guides

Blog Marketing How to Write a Case Study [+ Design Tips]

How to Write a Case Study [+ Design Tips]

Written by: Ronita Mohan Aug 26, 2021

You need an impactful medium to share your business successes with potential customers and partners. The best way to showcase your brand is by designing a case study.

Case studies are a method of research and storytelling. They help readers gain a better understanding of a subject or process.

In this guide, we’ll explain how to write a case report that markets your business, as well as some design tips.

Don’t know how to start designing case studies?  Create a case study with Venngage’s templates. No design experience required.

START CREATING FOR FREE

Click to jump ahead:

Case study defined, what is the purpose of a case study, what is the format of a case study, how do you write a business case study, case study design tips, case study faqs.

A case study is used in business, psychology, epidemiology, as well as the medical and scientific fields. These reports are also used for social and political work.

Case studies are defined as documents that examine a person, groups of people, events, operations and processes.

For marketing purposes, a case analysis can be a document that outlines problems faced by a customer. It also shares the solutions a brand provided to solve them, such as in the case report below.

USE THIS CASE STUDY TEMPLATE

Case studies usually share success stories for a business partnership or client. But case reports can also be used to analyze a process that went wrong.

This type of study will outline the need for improvements and suggest next steps. As a result, these case studies are not shared externally.

You can look at some case study examples  for inspiration to design your report. Read on to learn about the importance of case studies and how to write them.

Related:  What is a Case Study? [+6 Types of Case Studies]

Return to Table of Contents

Case studies are effective marketing tools that build trust and act as social proof for your brand.

Customers are more likely to choose your company if they know that other businesses like theirs have also benefited.

More importantly, when a customer participates in creating a case report with a brand, they endorse the company and their experience with it.

In other words, a  business report , like the example below, acts as a recommendation to anyone on the fence about working with your brand or using your products.

CREATE THIS REPORT TEMPLATE

Related:  Report Design Ideas to ENGAGE Readers [10+ Tips & Templates]

A case study can be of varying lengths. It can also take a variety of forms, such as a simple two-page document or a Venngage business infographic like the one below.

Most business case studies feature the following five sections.

Related: What is an Infographic? Examples, Templates & Design Tips

• About the company

When creating a case study for marketing, it is best to include a small section about the company. This section can be short, sharing highlights about the company’s goals and missions.

Venngage’s case study templates  offer a variety of options for customizing your report.

Overview of the case study

This is a key section of a case study. What is the study about? What was the reason for conducting it? What are the expected results?

The overview doesn’t have to be very long. Two or three paragraphs that sum up what a reader can expect from the report will suffice.

Case study research

You want to show the kind of research, strategy, and approach adopted for your case study. This is the section where you can showcase your process while conducting the analysis, like in this template.

Results of the case study

By far the most important aspect of a case study is the results section. You can choose to share your findings in a few paragraphs.

Alternatively, go down a more visual route by using data visualizations  to showcase your results. You can use different types of charts and graphs  or use a single number or donut chart.

This case study template is a great example of how to highlight results.

This is also a good section to include a testimonial or quote from your client as social proof.

Related: How to Choose the Best Types of Charts

Conclusion of the case report

You can choose to add a separate conclusion to your case study following the results section. This is where you sum up the process you used in the analysis.

Also, share why the process or campaign was effective and how your brand achieved these results.

Writing a case study requires research and revision. You should have a single objective decided before you start writing.

Case studies in marketing, like the below example, are meant to highlight your company’s successes. Choosing a client to showcase is also an important step in the writing process.

Below, we share the top steps to complete when writing a case study to promote your business.

Determine your objective

Before you start writing case studies, decide what the main objective for this exercise is. Case reports don’t have the potential to go viral, nor are they shareable on social media.

But a case study is an effective tool for converting prospects into customers. They can also encourage business partners to take that final step and sign on the dotted line.

You need to approach your case analysis differently than all other content. This is why you need to have an objective for undergoing the process of writing a case study.

For example, this report shows how the fictional company Toy Crates used the services of Ad Factory to significantly increase its sales.

The main objective of your case study is to highlight your business processes. You should also show the benefits of using your product. But there needs to be a relatable angle for whoever is reading your study.

Possible angles for a case study can be:

• Audience growth
• Launch of a new type of product
• Entry into a new market
• Improvements in conversion rates
• Increased revenue
• Increased traffic or social media impressions
• Technology or software adoption

This case study focuses on lead generation. The report showcases the efforts behind boosting the client’s lead generation program and the successes achieved.

Once you determine the best objective for your analysis, you can move onto the next step. Look for a client that best showcases positive aspects of your company.

Choose the right client

You need a particular type of client as the subject of your case study. This client will be a loyal customer. They should be willing to participate in the study. The client should also align with the objective of your study.

Pick a customer who knows your product inside and out. They should not be someone who used your product once and had success with it.

You want to showcase consistent and high-quality results over a period of time. In this example, the fictional Ad Factory also showcased Loot Box as a client that had success with their brand.

USE THIS CASE REPORT TEMPLATE

You also want to choose customers who have had success directly from using your product. If a brand has seen overall growth and your product was just part of that success, it won’t make for a compelling case study.

Contacting your client for the case study

The customer you choose for your case study should know what the process entails.

Be open in your communication about what you need to put together the case report. This could be communicated through calls, email conversations, or a project management tool.

Set a deadline and share a project timeline  so the client knows what the process will look like. Let them know what documentation or statistics you will need for them before you start writing.

Offer something in exchange for participating in the case study. These could be product discounts, a temporary upgrade, a mention in your newsletter, social media, or increased brand awareness.

USE THIS CASE REPORT TEMPLATE

It is imperative that you let the customer know how their information and data will be used. Tell them if you’re posting the case analysis to your blog, sharing it on YouTube, or with your email subscribers.

Some clients may not want their professional information shared with large audiences, so clarify this step of the process first.

Related:  40+ Timeline Template Examples and Design Tips

Research your case study

Once your client agrees to participate in the case analysis, you can begin researching. Remember the objective of your case study and research the subject accordingly.

For example, we wanted to show how infographics help businesses grow their audience. We contacted our user, ChadSan , who had seen massive growth after adding infographics to their marketing campaigns.

We put our findings into a  research infographic  along with quotes from the client, charts and graphs.

To do this, we researched the content ChadSan created before and compared their traffic to when they started using infographics.

It’s also important to look at the industry your client is in so you have an idea of what success looks like in that sector.

Client interviews

Conducting interviews with clients is a good way to get information for your case report.

You can hold interviews via video call, which you should record to double-check later or conduct the interview via email.

Email interviews might require follow-ups if you need further clarification on particular questions.

Asking the right questions is crucial during the research phase. You don’t want ‘yes’ or ‘no’ as an answer. You need qualified information and data to build out a case study, like the one below.

USE THIS CASE REPORT TEMPLATE

For example, we asked our contact at ChadSan for her experience using infographics in her marketing. We also asked about her main challenges, why she had chosen Venngage and the benefits of using Venngage.

This is also the stage when you can ask for concrete examples of how your product benefited your client.

We asked ChadSan to share some examples of the infographics they had created using our templates. This helped show our product in use, further social proof of the advantages of using Venngage infographics.

Create the case study outline

With the client interview completed, gather the data you have and start writing the outline for the case report. Remember the case study format  we shared earlier when you’re preparing the outline.

This will help you design a case study that is memorable, like this example.

For a case study blog post, you should prepare the following:

• Overview of the study
• The results, with charts
• Call to action

Write a few notes for each point that you can elaborate on in the next writing stage. By following this process, you can build out a case study like this example.

Draft your case report

The outline is your starting point for drafting the case report. Like any other piece of content you create, a case study needs to be engaging. It also needs a beginning, a middle and an end.

Use classic marketing storytelling approaches when writing case studies. Introduce your characters (the client), the conflict (the business problem), the resolution (the benefits of your product).

By using this technique, you can write a case study like this example.

Conclude with an analysis of your success and a testimonial recommending your product and brand.

Finalize your case study

Revise your study and ask one or two colleagues to glance over it to catch any mistakes you may have missed.

You should send the report to the client you’re showcasing for their approval. When you and the client are satisfied with the case study, an infographic study like the one below is ready to be published.

Share a link to the case study with the client to promote on their platforms. You can share the case report on your social channels, with partners and to your email subscribers.

Now that you know how to write your case report, here are some tips on case study design. Improving the aesthetics and usability of your study will make it memorable to read. In the long run, the study will help boost brand awareness.

Use a case study template

Make the case study design process easier by using a template. Venngage offers a variety of customizable case study templates , like this one, to make any study attractive and engaging.

Choose a template from Venngage’s library and edit it to fit your needs. Change the text, upload visuals or choose images from our stock photo integration. Pick icons from the 40,000+ icons available to better reflect your story.

With Venngage for Business , you can get priority support while designing your study.

You can also access  real-time collaboration  features so you can design your case study with team members.

Incorporate white space

A great way to make your case study engaging is to incorporate one important rule of design: use plenty of white space.

White space is all the blank areas around your text and visuals. This space gives your information room to breathe and makes it easier for readers to absorb your story.

Take a look at this template for inspiration. There is plenty of room around each element. This makes the study easier to navigate.

Write short paragraphs of two or three lines and use bullet points to create more space around your text. Leave room around your visuals, as well, so users can move through the sections easily.

Related:  The Ultimate Guide to Design Thinking

Visualize data for your case study

Case studies include a great deal of information but that doesn’t mean they need to be packed full of text. Visuals are a great way to catch the eye and keep users interested in your report.

Statistics are a key element of case reports but numbers on their own can get lost. Instead, visualize your data using Venngage’s chart maker and graph maker .

Design pie charts, bar graphs, donut charts, line and area graphs, or maps to visualize numerous types of data for your case studies, like in this example.

Related:  How to Tell a Story With Data: A Guide for Beginners

Add branding to case reports

Branding is an important facet of case reports. Anybody reading the study should know which companies were involved, both the client and your brand.

Add recognizable brand elements such as your logo and the client’s logo. Use your brand colors and brand fonts  throughout your case study design.

Ensure that your design adheres to your  brand guidelines , including your brand voice.

Take a look at this case study infographic Venngage created with Baptist Care. We incorporated both our logos in the infographic. We also used the brand colors and fonts of both companies.

You can easily add your branding to case report templates using Venngage’s  My Brand Kit  tool. Input your website and the Autobrand feature will apply your branding across all your designs.

What subjects are covered in a case study?

Depending on the field of study, case reports can examine a variety of subjects, including:

• a group of people
• an organization or business

For example, case studies in psychology may be focused on a person or groups of people. Medical case reports might study events or groups of patients.

Businesses can examine other organizations, as in this example, or events.

What are the characteristics of a case study?

Case studies are characterized by the units or subjects they examine. These units need to be studied in totality. Every aspect of the person, organization or event needs to be included.

Reports should also be qualitative as well as quantitative. This means that case study research describes problems and solutions.

It also backs those assumptions up with data. Both aspects must be included in the analysis, as in this example.

How can you design a case study with Venngage?

Venngage makes it easy to design case studies by offering numerous editable templates. Create an account with Venngage and browse the library for a template.

Customize the template, like the one below, in the easy-to-use drag-and-drop editor. Add text, pick colors , icons, add photos and charts and graphs.

Upload photos with Venngage. Drag and drop images into the Venngage editor and customize your reports in seconds.

Use a case study to highlight your brand’s successes

A case study can be a powerful marketing tool that showcases the advantages of using your product.

By highlighting real clients and their successes, you can provide social proof to potential customers and partners.

Designing case studies has never been easier. Use Venngage’s templates to create engaging reports to impress your audiences and help you grow your client base.

Discover popular designs

Infographic maker

Brochure maker

White paper online

Newsletter creator

Flyer maker

Timeline maker

Letterhead maker

Mind map maker

Ebook maker

Hacking the 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 .

Land Your Dream Consulting Job

Here are the resources we recommend to land your dream consulting job:

For help landing consulting interviews

• Resume Review & Editing : Transform your resume into one that will get you multiple consulting interviews

For help passing case interviews

• 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.
• Case Interview Coaching : Personalized, one-on-one coaching with a former Bain interviewer.
• 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.

For help passing consulting behavioral & fit interviews

• 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.

Land Multiple Consulting Offers

Complete, step-by-step case interview course. 30,000+ happy customers.

• Book a Speaker

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.

Error message details.

Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.

12 Case Studies of Companies that Revised How They Compensate Employees

S HRM has partnered with ChiefExecutive.net to bring you relevant articles on key HR topics and strategies.

Higher compensation is part of the ransom for dealing with the pandemic for most American companies and industries. So salaries, wages, benefits and perks will cost them more—perhaps a lot more—in the year ahead.

The way CEOs and CHROs can make sure the Great Raise works to their companies' advantage is to be proactive, creative and equitable about it. Yet they also must weigh strategically the demands of the moment with their long-term compensation strategy.

"This is a time for real balance when it comes to how you deal with retention and attraction," said Paul Knopp, chair and CEO of KPMG US. "We all have to make sure we meet the market when it comes to base compensation, but the market has changed in a way that you also have to look at those benefits that are most attractive to employees for their careers."

While median full-time earnings of $1,001 per week in the third quarter of 2021 were nearly 9% higher than two years earlier, according to the Labor Department, expectations for 2022 remain frothy given the tight market for talent, the free-agent ethos encouraged by remote work, the geographic reshuffling of workers and decades-high inflation. U.S. wages will increase by 3.9 percent in 2022, according to the Conference Board, the highest rate since 2008.

The compensation surge is occurring at the high end, at a low end that's getting higher and everywhere in between. Goldman Sachs, for example, is offering paid leave for pregnancy loss and expanding the amount of time employees can take for bereavement leave while also boosting its retirement-fund matching contributions for U.S. employees to 6% of total compensation, or 8% for those making $125,000 a year or less.

Meanwhile, at Tyson Foods' chicken-processing plant in New Holland, Pa., the company has started offering a three-day workweek, plus pay for a fourth day that retains employees' status as full-time workers. Just for good measure, Tyson has created a $3,000 sign-on bonus for new hires.

"We're in a bidding war for talent that will go on for a long time," said Alan Beaulieu, president of ITR Economics.

For CEOs and CHROs, several new factors demand their attention along with the overall spike in compensation. They include:

• The end of retention. The "idea of a long-term commitment to one employer has been dead for a while, but it's really dead now," said Dave Roberson, CEO of the RoseRyan financial consulting firm. "You must have a stream of people. Assume you're going to be replacing people. So how do you keep the people you have, if you can, but also bring the next group in?"
• High-balling. A deal to recruit someone may not really be a deal these days. "You've made an offer and you think you've got a hire, and then they're asking for $5,000 or $10,000 more," said David Lewis, CEO of OperationsInc, an HR consulting firm. "Now you have to ask yourself what makes more sense strategically: say no and hold the line and lose the candidate and restart the process, not knowing how that will work out? Blow up your compensation structure? Or as a Band-Aid, give that person a sign-on bonus in hopes that the package will get them in the door?"
• Need for equalization. Recruiting with higher compensation also requires boosting pay and benefits for retention. "You need to be mindful of what you're paying others in the organization and understand the detrimental impact it will have when you bring someone in alongside a tenured employee," Lewis said. "Operate on the idea that everyone's salary is basically posted on the pantry door in your office."
• A focus on mental health. The pandemic, anti-contagion measures and the takeover of remote work has left many Americans isolated, confused, lonely—or at least disjointed. And they expect their employers to help them cope and adjust.

"Mental health is a real thing, regardless of how [a previous generation of leaders] feel and what we did," said Jeffrey Immelt, former CEO of General Electric. "Particularly post-Covid, it's something worth your time to try to understand."

Many Fortune 500 companies already offered mental-health benefits, but by now "mental health is just a place setter: You've got to have it in place to be competitive in the market today, across the board," said Richard Chaifetz, founder and CEO of ComPsych, a large provider of employee-assistance programs. "Companies understand the importance of keeping their people functioning at the highest level."

Codility, for example, has begun supplying all employees with 27 days of paid time off per year plus four mental-health days, which don't have to be approved. "We're offering these days in addition to personal-time-off days to recognize and bring to light the importance of mental health," said Natalia Panowicz, CEO of the platform that evaluates the skills of software engineers, with its U.S. hub in San Francisco.

CHRO360.com asked a dozen CEOs, CHROs and other top executives about their compensation strategies and practices for 2022. Here are some of their ideas:

Let Them Name Their Salary

Chris kovalik, ceo, rushdown revolt, a video-game maker in new york city.

We started as 12 part-timers, mostly people who were giving me their moonlight hours. That's not a lot different from now, except now we have 75 people. The magic of what we do is that we don't recruit anybody. We're just a magnet. We let people come to us.

When it comes to compensation, some say they wanted to volunteer, that they weren't expecting compensation. But we never, ever allow people to volunteer their time for us. So we say our company minimum wage is $15 an hour, and if you insist, we can pay you that per hour.

But generally people come to us with an expectation of compensation because they see that we're making money. When compensation came up, we'd say, "I don't know what your skill set is. I've never hired you before. How much do you think you're worth, and how much do you need?"

If every hour we're compensating them for the amount of money they want and need, if someone is part-time and only giving me 10 hours a week, I'd argue that they're giving me their best 10 hours. Because they're getting paid what they want and doing things that they want to be attached to and be part of.

There's no pattern to the compensation requests. If their number is too low, we'll say, "Are you sure? Are you just giving me a low-ball number I'll say yes to?" If it's high, I don't talk them down, but I ask them to justify it, and if the justification isn't adequate, what I say is, "How long do you think you'll need to prove that justification? Two to three weeks? Then let's pay you two-third to three-quarters of what you asked, and if you prove it, we'll go up to whatever you said."

Tailor Package for Youth Appeal

Ronald hall jr., ceo, bridgewater interiors, an auto-seat maker in detroit.

We enjoyed very low turnover pre-Covid, but during the last two years we have had to replace probably one-third of our workforce at our largest facility, about the same number from termination as voluntary. So we've had to work harder than ever to recruit.

Our most-tenured employees, who are the most highly trained, have had to pick up the slack, working record amounts of overtime and less-predictable production schedules.

In our upcoming negotiations with the United Auto Workers, we're trying to emphasize short-term bonuses rather than wage increases that get baked into our costs. But we have continued health insurance through the pandemic as well as our tuition-reimbursement program, and many employees have thanked me for that.

What I am hearing from new employees is that they're not as interested in benefits but rather in higher cash wages. We've long touted benefits like our generous 401(k) matching and better medical coverage versus our peers, but we're finding that doesn't resonate as readily now as it did a decade ago. So I've asked my team: Should we be looking at some kind of hybrid model of offering higher wages to people who want those and move those dollars from the benefits side to the wages side?

We've also looked at providing childcare in a partnering arrangement where there could be a center developed near our facilities, and we would arrange for some sort of company subsidy or guarantee some level of attendance. The challenge with that is the auto industry runs around the clock, and you'd need a daycare provider who'd be committed to opening around the clock and provide legal, regulated, benchmark-standard levels of care to all those children in the off hours.

Equalize as You Acquire

Diane dooley, chro, world insurance, a business and personal insurer in tinton falls, n.j..

We onboarded about 800 employees in 2021 through acquisitions of small agencies and organic growth, but there had been no compensation modeling. Now we're building out our compensation philosophy with commission plans, incentives and bonuses, centralizing components and ensuring we have the right framework.

When we do an acquisition, we might retain their compensation model for a year or two years then slowly migrate, but make sure employees aren't taking a cut in pay. We are also capitalizing commissions into base compensation—identifying what commissions would have been and what they will be, and recognizing roles that are moving away from a commission base.

Some agencies we acquire are smaller and may be below-market for total compensation. Now we're addressing those concerns. They need to be more front and center. We must do everything to retain our employee population. If they're woefully underpaid, or not at market, we risk losing people, and we don't want to do that.

Educating the owners of some of the agencies [we acquire] is a piece of this. As we partner with them, we are evaluating them and asking, "Did you give people an increase this year?" We're not telling them what to do but providing guidance about what to do.

We're also modifying and increasing our benefits, such as giving employees pet insurance. And making counteroffers is a critical piece today, usually for high-end employees. They work better than they used to because not a lot of people really want to make a move in this environment.

Innovate for the New World

Jason medley, chief people officer, codility, a provider of skill-evaluation software in london.

We really have to step back and be innovative and force ourselves to change. The companies that are going to win are going to be more progressive early and not fighting what's happening.

One thing we've done is change our outdated compensation models that give higher pay to employees living in tech hubs like San Francisco and New York and lower compensation for areas inside the coasts. Now, we've created a United States-wide salary band, so no matter where you live, the compensation is based on the role, not the location. You can go live and work wherever you want to.

We decided to approach compensation through a very human lens. People have seasonality in life, and maybe they are caregivers at different moments and want to live in different places. We want to be as flexible as possible, and this country band gives us that flexibility.

We are starting to see the same thing in Europe, where we have our headquarters in London and offices in Berlin and Warsaw, and employees all over, especially in Poland. People are wanting to live in the countryside of Spain but demanding a London salary. So we are transitioning to one European Union band and saying, "Here is your rate—live where you want to."

We are also seeing that with global warming, it's harder to get work done for people on the west coast of the U.S. and in Europe, because they didn't build homes with air conditioning. If you're sitting in a house at 90 degrees with no air conditioning, there's no way your performance is the same as someone with AC. Supplementing air conditioning isn't something we thought about before, but now we're very much having to look at those things.

Stay Ahead of Expectations

Traci tapani, ceo, wyoming machine, a sheet-metal fabricator in stacy, minn..

Our wages have gone up by about 20% for the typical worker. When I found people I could hire, I knew they were being brought in at an hourly rate that was too high for what I was paying my incumbent workers.

My strategy has been to be proactive about that and not wait for [existing] employees to say something about it or give them a reason to look for another job. We're proactively making wage adjustments to make sure our incumbent workers are in line.

Employees will leave for more money, so they're very appreciative of it. But in my shop, I also know that people like working here, and I know they don't want to leave. I don't want to give them a reason. If they can get an increase in pay that's substantial, I know that I can cut them off at the pass. Retaining my workforce is my No. 1 strategy. They're already here, and I'm going to do everything I can to keep them.

For that reason, we've also been more generous as time has gone on with paid time off, offering it sooner than we once would have, especially for new workers. We recognize that it's healthy for people to be away from work and also, in the pandemic, people need to be away from work. Knowing they have some paid time off makes it easier for them.

Leverage Benefits for DE&I

Mark newman, ceo, chemours, a chemical manufacturer in wilmington, del..

In general our company hasn't seen the Great Resignation. And in fact, we continue to believe our focus on being a great place to work is serving us well, along with appropriate benchmarking on compensation issues.

Chemours  is  a great place to work. We survey our employees every year, to improve our working environment from a compensation and benefits perspective. Also, from the [diversity, equity and inclusion] perspective, we're trying to make sure we tap into the full breadth of talent in our industry.

That means, for instance, we are helping people more with college loans. We are offering same-sex [marriage] benefits. We are providing more family leave for people who have kids. There is clearly an aspect of our benefits package that is evolving to be consistent with our strategy of making Chemours a great place to work.

Overall, we view compensation as something where we want to be either in the median or upper quartile. It's something we're very focused on from both a wage as well as benefit level. From Covid, there's been no fundamental change as it relates to us wanting to be in the median to top quartile.

We've had to make some local adjustments where the labor market is more super-charged. For example, we see a lot of that in the Gulf Coast region, especially with oil prices coming back, and petrochemicals and refining. But it's very much a regional factor. So if industries are moving to a certain region, like the South, you have to make sure you stay current with local benchmarks.

Offer Skin in the Game

Cesar herrera, ceo, yuvo health, a healthcare administrator in new york city.

We're a year-old company that provides tech-enabled administrative solutions for community health centers across the U.S. that are specifically focused on providing primary-care services for low-income individuals. We have a team of about 10 people right now, and we have a number of open roles and positions where we're likely going to be tripling the size of our team in 2022.

Google can compensate well above the market rate. We don't have that since we're an early-stage organization. What we do have as levers aren't up-front financial compensation but equity, support in your role and a relatively flat organization where you can have significant autonomy.

A lot of individuals are going to be driven by the mission; that's the case with the entire founding team. We've made sacrifices to create this organization. So you can come in at a meaningful position with a lot of decision-making.

But one of the biggest carrots we can give is, if you accept the lower pay and the risk that comes with an early-stage organization, you can have meaningful equity in the company. We have an options pool which is not to exceed 10% ownership of the organization, and as we grow and scale, we increase that options pool. For senior-level leaders, we do expect to be able to distribute up to 10% of the company to them.

Pay Extra for Continuity

Corey stowell, vice president of human resources, webasto americas, a maker of automotive sunroofs in auburn hills, mich..

We had to recruit for several hundred new openings at a brand-new facility right at the beginning of the pandemic. So we instituted an attendance bonus. For those who worked all their hours in a week, we paid an additional $3 an hour. We really had to keep it short-term, so we paid it weekly. If you wanted to pay it every month, you couldn't do it, because people needed that instant gratification.

Otherwise they could get it on unemployment. With our pay rate, they could earn more to stay at home and collect unemployment, a significant amount more than they could earn than working for us. So we also had to increase our wages, and we increased them by more than 20% in some classifications [in the summer of 2020].

We've filled all of our positions, but it's still a challenging market. We've had to increase all our wages, with the lowest for a position being $17 an hour, on up to $30 an hour.

We also have offered stay bonuses of $500 a month for three consecutive months, up to $1,500. And for hourly employees we've instituted a different attendance policy, where they can earn two hours of paid personal time for so many hours that they work consecutively with no attendance issues.

The key is the schedule—we can prepare and get someone to cover. That's easier to do than just managing whoever's going to come in today. In this environment, that really has changed with our workforce, and it's tough to rely on our current workforce.

Give Them the Keys

Elliott rodgers, chief people officer, project44, a freight-tracking software provider in chicago.

We have equipped and subsidized a van that we call Romeo, which employees can use to combine work with personal uses like family road trips. We cover the cost of the rental. It's a luxury van that comes equipped with a bed, a toilet and shower, Wi-Fi, device charging and a desktop workspace. And it's pet friendly.

We started it as a pilot project and reservations were full within 10 minutes of when we posted it internally. Then we extended it into 2022. By the end of 2021, more than 20 unique team members completed or nearly completed reservations. They've ventured out to places spanning Mount Rushmore and the Badlands; Rocky Mountain National Park; Salem, Mass.; and Pennsylvania. A pretty broad number of places.

It's something we're really proud of. It allows our team members the opportunity to work in a lot of different places while still being connected to us. And they've appreciated the opportunities to stay connected, but also be connected in other ways with nature and other places in the world. They can maintain their perspective while also continuing to contribute to their role in a productive way.

When you place a team member at the center of what they'd want in an experience like that, the value of it answers itself. It creates a comfort level where it provides the necessities for you to be able to continue to work, and you can work from anywhere. It's the best of both worlds. It's one thing to find that on your own but another to have that accessible to you via work, but done in a way that caters to you.

Help Them Come, Go—and Stay

Aamir paul, country president - u.s., schneider electric, a maker of electrical distribution and control products in andover, mass..

With our knowledge workforce, it's been about intentional flexibility. So, for instance, we launched a "returnship" program for women who'd left the workforce but might want to come back even at reduced hours. That means 20, 30, up to 40 hours a week, and we're finding some incredibly talented people who haven't been in the workforce.

This program is available to men as well. If there's a field engineer who's been in the electrical industry for 35 years and he's now retiring, but he's five years from getting his medical benefits, we say: Don't retire. Go on the program. Work 20 hours a week. Work from home. We'll reduce your pay proportionally, but we will couple you with three university hires, and they will call you on Microsoft Teams and show you what's happening on the job site, and you're going to walk them through it. Work just three days a week. We'll cover your benefits.

We've also expanded the parental leave policy, which already was one of the best in the industrial sector. And we created a way for people to buy more time off without having to leave their positions. They apply for more unpaid time off and we allow them to retain their position and seniority and allow them to work through whatever life event it is.

We landed on six weeks for the maximum. In the most intense industries—such as a fighter pilot or a surgeon—they've found that six weeks of being out of the rotation allows them to re-set. So that's what we did. Before, the limit was two weeks.

Give Sway to Local Management

Tom salmon, ceo, berry global, a maker of plastic packaging in evansville, ind..

We've got to be competitive in all the geographies we serve. We have 295 sites around the world and manage our employees in those sites geographically. Every geography will be a different labor environment. There are different criteria that employees are looking for. It's not just about wages but taking everything into consideration.

We let local management handle things with their insight about wages and competition. They're hearing directly from employees about what they like and don't like, what they want more of and less of. It's a site-by-site discussion.

For example, at some sites, it may be important for employees to be able to access the internet at lunch; at other sites, they may not value that as much. Some want a more advanced locker facility, with different shower facilities. That includes the southwestern United States, where the temperatures are warmer; but in New England, some might not want that.

In any event, if you treat these things locally, you're going to be able to affect that local population and address the need of that geography. If you blanket something across our entire plant population, you may provide something that's not desired or needed.

We depend on our local management to respond to the different demands in terms of compensation and benefits at their sites. The better the front-line leadership is, and the more satisfied their team is, the higher our retention rate and productivity and safety performance. So these leaders participate in profit-sharing plans for those respective sites, because they have a great influence on the success of a given facility.

Focus Benefits on Flexibility

Paul knopp, chair and ceo, kpmg us, a financial consulting firm in new york.

We announced a new package of enhancements to our benefits and compensation, tied to mental, physical, social and financial well-being. These increases are the biggest in the history of the company. You have to make sure your base compensation meets the market, but you also must have attractive benefits.

For example, we cut healthcare premiums by 10% for 2022 with no change in benefit levels, and we introduced healthcare advocacy services. We are replacing our current 401(k) match and pension programs with a single, automatic company-funded contribution within the plan that's equal to 6% to 8% of eligible pay.

As part of this, we're focusing on the crucial element of ensuring that employees know you're watching out for them. They also are looking for flexibility—you don't want to under-index on how important that is. So we also are providing up to three weeks additional caregiver leave, separate and apart from PTO. And all parents will receive 12 weeks of paid parental leave, in addition to disability leave for employees who give birth, allowing some up to 22 weeks of paid leave. We also have expanded our holiday calendar to now include Juneteenth.

Dale Buss is a long-time contributor to Chief Executive, Forbes, The Wall Street Journal and other business publications. He lives in Michigan.

This article is adapted from www.ChiefExecutive.net with permission from Chief Executive. C 2022. All rights reserved.

Related Content

Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

Advertisement

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.

HR Daily Newsletter

New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

Success title

Success caption

Elite Human Capital

Executive search. recruitment. talent advisory. career coaching. outplacement., case studies in the recruitment process – an assessment method for gathering data on a candidate.

Recently I started recruiting for a management consulting company who uses client case studies as part of their selection process. For them, it has proven to be an effective way of gathering information on a candidate to assess suitability.

To better understand the use of case studies in the recruitment process, my assistant Laura and I did research into the topic, this blog post is to share that information with you.

An overview of case studies in the recruitment process

Case studies are used as a method of competency measuring. Competency methods can focus on technical abilities, social and behavioural skills, or a combination of the two.

Case studies are most popular in management consulting (though they are used in some other industries) since they are able to mimic the kinds of tasks that would be required in the job.

They are done face-to-face during a specified time slot or given to the candidate to complete in their own time.

See Hiring by Competency Models, Patty Grigoryev (2006)

University of Sydney, Case study interviews https://sydney.edu.au/careers/students/applying-for-jobs/interview-tips/case-study-interviews.html

Research on case study efficacy

The premise behind administering a case study as an assessment method is that it offers a level playing field, to some degree, by allowing shortlisted candidates to demonstrate their technical abilities and personal qualities irrespective of past experience and qualification(s).

Case studies enable interviewers to see the strengths and weaknesses of candidates in action, including:

• Engaging in logical and analytical reasoning.
• Thinking creatively and generating innovative solutions.
• Problem-solving.
• Working under time pressure.
• Effective communication skills, including presenting in front of one or several interviewers and using a whiteboard to express concepts.

Case studies are detailed in their nature, add cost to the overall recruitment process (because they require time and resources to administer) and are often one of the final stages in the recruitment process.

Reducing the risk of a bad hire

It is well-established that the costs of a bad hire for a business are huge, especially in leadership roles where it can affect the performance of the whole team.

The hard costs of a bad hire are estimated to range between 50% and 200% of the first-year salary. In management consulting, a bad hire cannot only affect the internal team – a poor client experience can have significant impacts from a brand and billing perspective.

Finding ways to reduce the number of bad hires isn’t easy, case studies have been developed to provide additional data points to make a more informed hiring decision. Using competency modelling methods such as case studies, it has been shown to increase success in hiring decisions, with the most significant improvement stemming from a better culture fit.

Talent Management 360, Using case studies to recruit talent https://talentmanagement360.com/using-case-studies-to-recruit-talent/

Case studies and management consulting companies

Big 4 accounting firms and strategy consulting houses like McKinsey and Bain consistently use case studies in their recruitment process, for example:

PWC appears to only use case studies in relation to taxation and when hiring recent graduates. They are described as “provide students with realistic fact situations in which a number of tax problems and opportunities can be identified”. They acknowledge that law students and business students may choose to approach them differently and give some background regarding the issues and deliverables expected, such as that students are expected to “incorporate a certain amount of tax planning into their solutions”.

https://www.pwc.com/us/en/careers/university-relations/tax-case-studies.html

By contrast, Deloitte’s approach is broader. The case interview is designed to assess problem-solving and analytical skills, as well as logic and strategy. However, it is also designed to give candidates an insight into their prospective role, since the cases align with real projects. They clearly step out a five-step approach that candidates should use to address the case interview and give a list of helpful tips that they recommend will help interviewees get the most out of the experience. There is also an interactive case interview practice website ( http://caseinterviewprep.deloitte.com/ ) designed to assist.

https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-careers-case-interview-tips.html

McKinsey & Company who are notorious for gruelling recruitment methods, with some prospective employee’s having up to 20 interviews before receiving an offer, including a compulsory case interview.

McKinsey offer four example case interviews, which can all be found at this link:

https://www.mckinsey.com/careers/interviewing

Bain states that any candidate applying for a consulting role should expect a case interview, and those cases will be based on Bain’s client work. They provide two examples, as well as a mock interview for candidates to watch:

https://www.bain.com/careers/interview-prep/case-interview/

Capital One

Capital One also has a detailed case study guide which demonstrates what they will assess (problem solving and analytical skills) as well as providing examples:

https://jobs.capitalone.co.uk/business-analyst-case-study-guide

Time allotted

The PWC case studies are to be done in the student’s own time, but there is a general guideline offered: “The time required of the student to complete the case requirements will vary greatly, depending upon the level of tax knowledge of the individual student, their software skills, and the number and type of issues in each case. As a very general guideline, each case study, with all issues included, should require not less than 10 hours of issue formation, research, and analysis by a graduate tax student, before the final deliverable(s) are developed.”

Deloitte’s case interview preparation page states that each case is 15-20 minutes long but does not give any set time limits and there is no suggestion that responses are timed.

See PWC Case Studies in Taxation https://www.pwc.com/us/en/careers/university_relations/documents/Case-Studies-in-Taxation-2018.pdf

Measuring the responses

PWC’s case studies are designed to test both technical skills (tax knowledge, Excel ability) and broader skills such as problem solving and creativity. It is stated that the ‘deliverables’ can be in many forms including “a letter to the client identified in the case study, a memo to the client file, or preparing a ruling request for the IRS. Some case study users require oral presentations. These may take the form of a straight presentation or role-play in the setting of a client meeting, resolution of an audit, or representation of a client in a court.” Actually measuring these is not expressly dealt with, but the document does provide a set of solutions to each case study for comparison, akin to a marking key.

By comparison Deloitte is focused less on finding the ‘right answer’ and emphasises that candidates will do well by clearly demonstrating a logical thought process. Having a clear structure and acknowledging any assumptions are listed as recommendations. Possible answers are given in the example attached and they focus on having both justifications and implications for each point. It’s all about the ‘how’ rather than the ‘what’. For numerical/technical questions however, there is a clear right and wrong.

Other methods of work sample testing

There are alternative methods for collecting data points on a candidate, these include: written questionnaires, take home or in office real life job tasks, online assessment tools and group assessment centres.

One hiring manager I was recruiting for would take a full two hours to conduct an interview with a candidate. In the first hour he would cover off behavioural and company ‘fit’ questions, in the second hour he would launch into a long list of technical questions, including real case study examples from working at his company.

This thorough approach made the hiring manager more confident in his decision to hire the individual (or not hire if the candidate wasn’t strong enough).

Here are some other quality articles on evidence based interviewing and testing.

• The Case for Evidence Based Interviewing: Part 1 and Part 2
• Assessing Soft Skills

When I’m engaged to conduct a recruitment process for a client I recommend gathering as many data points on the candidate as possible – including a type of work sample, if possible.

I’m always looking for ways to help organisations recruit better. Leveraging years of experience in corporate recruiting I can assist with finding the bottlenecks and weak points in your hiring process and improving hiring outcomes.

Find out more about my services here: https://elite-human-capital.com/consulting-services/

To talk with me about how I can help, make contact today.

Share this:

Leave a comment cancel reply.

• Already have a WordPress.com account? Log in now.
• Subscribe Subscribed
• Copy shortlink
• Report this content
• View post in Reader
• Manage subscriptions
• Collapse this bar

How Can Case Studies Help You Crack HR Interviews?

By Team InsideIIM

Join InsideIIM GOLD

Webinars & Workshops

• Compare B-Schools

• Free CAT Course

Take Free Mock Tests

Upskill With AltUni

CAT Study Planner

• A case study is intended to help you put yourself in the shoes of a manager and think like one.
• It gives a precise idea of the HR concepts when you practice them through case studies.
• Solving them will allow you to test your analytical, reasoning, leadership, and decision-making abilities.

Above all, it helps you understand how the HR role works in organizations. Hence, a case study should be an integral part of your learning in order to complete such tasks. 

So, What's The Gist Of Any HR Case Study?

A case study cannot be solved in a single way. When you begin working on an HR case study, you will develop your own perspective on it. However, the following are general steps that, for the most part, remain consistent and effective in solving it.

1. Identifying the problem: 

• Determine the subject of your analysis and what it relates to. 
• Identify the key problems and issues in the case study.

2. Conducting research & providing background information:

• Lay the groundwork with background information, key facts, and the most immediate concerns.
• Demonstrate that you did your homework on the issues related to the problem of the case study.

3. Propose solutions: 

• Outline & evaluate the different aspects of the case study and provide a specific and feasible solution(s).
• Explain why you chose it & support it with the evidence you gathered.

4. Consider Alternatives :

When solving a problem or conducting a case study, there are many alternative processes to adopt to achieve the solution to it.

• It is always vital to analyze the root of the cause: What is the main problem in the context of your topic, questions that are suitable for the analysis, or tools to be used.
• Conduct interviews & surveys.
• The Secret Route : SWOT Analysis - study the history of the company, and highlight strengths & weaknesses that are appropriate for the problem.

The structure is as important as the substance in an HR case study: Start with the introduction, and provide background information, alternatives & recommendations. Finally, follow up with a solution that has backup analysis and is supported by theoretical concepts and a conclusion.

Master Contemporary HR Management & Analytics Practices With HR Case Studies From HUL & UNICEF HR Leaders & Apply Your Learnings In A Capstone Project.

How did mcdonald’s cope during the pandemic - an hr case study.

As an iconic brand, McDonald’s boasts over 36,000 restaurants across the world, operating in 175 countries. McDonald’s, however, sees itself as more than just cooked potatoes & burger patties. It is not only responsible for its fast-food extravaganza, but also for its employees.

The Problem:

Though this fast-food chain appears unassailable, it bore the brunt of the immediate & game-changing effects of the pandemic like any other corporation. Simply put, McDonald’s is a franchise business and these small business owners are subject to their own discretion & country’s legislation to follow. Offering global solutions with uniformity, standardization, and cohesiveness to such a landscape is undoubtedly complex.

In 2021, McDonald's HR department's core concern became the lack of timely and effective communication. During an interview with Key Media, Burchfield, McDonald's Director of People Strategy, stated that they were stumped as to how to interact with frontline staff who didn't have email addresses and how to reassure them that they are and will be there for them throughout the process. This became the starting point for them when it came to resolving their business issues.

Research & Background Information:

According to Gallup, 74% of employees believe they are missing out on internal news because their communications department isn't up to the standard. Furthermore, 33% of employees believe that a lack of open communication leads to a drop in employee morale.

Good communication always leads to the nourishment of employees, involvement of employees, and to have a better understanding of their jobs. Nevertheless, McDonald’s faced communication barriers for a certain time due to mixed messages, different backgrounds, language barriers, fear of higher management, and employees’ lack of interpersonal relations.

The Solution:

Implementing technology that allows for streamlined and effective communication became the overarching goal for McDonald's. There's no denying the fact that technology has revolutionalized HR leaders' lives in the last year and digitalization helped companies pivot towards remote management.

It was the same case with McDonald’s as well. At the beginning of the year 2022, they adopted bots & AI for enhancing their recruitment strategy and reshaping the employee lifecycle. Besides, they collaborated with Amazon Alexa to enable people to apply for jobs using voice commands and are trying to create a stronger alumni network to improve the employee experience and lifecycle.

Read: The Comprehensive Guide to HR Management Salaries in India

The bottom line of this hr case study.

Is the solution always guaranteed to work? No, keep in mind that we live in a Dynamic World. Today's strategy could spell disaster tomorrow. You must keep up with current developments and contribute your own unique perspective.

Sometimes the circumstances or root cause can be the same within a corporation. But the solution can differ based on external factors like location, salaries, etc. Considering the above example: The above solution for the recruitment crisis of adopting technology might have been solved in various locations for McDonald’s. But not in Medford, Oregon. 

During the pandemic, they turned to a bizarre solution of seeking 14 to 15-year-olds to apply for jobs, which complies with US labor laws to battle its shortage of workers. BBC confirmed its success in its reports that McDonald’s has seen a spike in applications since making the offer. 

McDonald's isn't the first fast-food chain to turn to younger employees to fill open positions. Burger King and Wendy's branches are employing similar strategies. Thus, it is not about one parameter but focusing on every other factor that involves in the problem statement is crucial. 

The gist of any HR case study: Ask the right questions, analyze the past data, back it up with facts & figures, try alternatives and conclude.

AltUni Presents HR Management & Analytics Program From HUL & UNICEF HR leaders. Get Industry Exposure With Case Studies & A Capstone Project!

Who are the hr leaders you’ll learn from.

           GM HR - Marketing (HC & BPC) and Head - Employer Brand - Hindustan Unilever Ltd. (HUL)

           XLRI and VJTI Alum

• Antara Chatterjee

            Strategic Workforce Planning at UNICEF, ex-Hindustan Unilever Ltd., ex-Reckitt

            SCMHRD & LSR Alum

What Will You Get?

• 40+ hours of learning sessions with HR leaders of HUL & UNICEF
• Follow-up sessions by guest HR experts from top companies
• Get hands-on experience with Capstone Project and showcase it in your CV
• 6 hours of dedicated soft skills learning & interview prep from industry experts.
• Master the interview techniques with AltUni Career Services - 1-on-1 sessions on profile building & mock interviews
• An interactive & omnichannel learning environment with live classes, capstone projects, case studies, & assignments
• Obtain an industry-recognized AltUni Certification and outplay other candidates.

On top of this, when you become AltUni alumni after this program,

• you get a list of exclusive, curated job opportunities every week in your inbox,
• get a direct entry to Klub AltUni without ZERO extra charges, and
• grab exciting discounts on every program that is launched!

Why Should You Sign Up?

• An aggregate program rating of 4.7 out of 5
• Every 3 out of 4 participants rated the sessions 5 out of 5 in terms of informativeness
• 70% of the participants rated the sessions 5 out of in terms of interactiveness
• 85% of the participants would surely recommend this program!

Why Delay, When You’ve Already Reached Here? Hurry & Register For AltUni’s HR Management & Analytics Program Today & Future-Proof Your Career!

Related Tags

How To Solve Quant-Based DILR Set ft. Dr.Shashank Prabhu, CAT 100%iler and Mentor | DILR Dangal Ep.2

Are 5 months enough to crack cat 2024 ft. arks sir.

TISS Mumbai Placement 2024: Highest CTC at 49 LPA

Mastering Time Management for CAT Preparation: Insights from Gejo Sreenivasan

FMS Delhi Summer Placements: Insights from the Last Five Years

Mini Mock Test

Daily Test - VARC 1

SNAP Quantitative Skills

SNAP Quant - 1

SNAP VARC Mini Mock - 1

SNAP Quant Mini Mock - 2

SNAP DILR Mini Mock - 4

SNAP VARC Mini Mock - 2

SNAP Quant Mini Mock - 4

SNAP LR Mini Mock - 3

SNAP Quant Mini Mock - 3

SNAP VARC Mini Mock - 3

SNAP - Quant Mini Mock 5

XAT Decision Making 2020

XAT Decision Making 2019

XAT Decision Making 2018

XAT Decision Making -10

XAT Decision Making -11

XAT Decision Making - 12

XAT Decision Making - 13

XAT Decision Making - 14

XAT Decision Making - 15

XAT Decision Making - 16

XAT Decision Making - 17

XAT Decision Making 2021

LR Topic Test

DI Topic Test

ParaSummary Topic Test

Parajumbles Topic Test 2

Parajumbles Topic Test 1

Profit Loss Topic Test

Take Free Test Here

Cat 100%iler decodes cat 2022 slot 1 lrdi set, ft. dr. shashank prabhu | dilr dangal ep.1, how to improve your mock scores for cat 2024 ft. gejo sreenivasan, career launcher, 99.98%ile cat success: varnit sharma’s mock exam guide, cat 2023 slot 3 varc breakdown: tips from a 99.85 percentiler, ace cat 2024 quant section: 99.9 percentiler's strategy revealed - karan agarwal, subscribe to our newsletter.

For a daily dose of the hottest, most insightful content created just for you! And don't worry - we won't spam you.

Who Are You?

Top B-Schools

InsideIIM Gold

InsideIIM.com is India's largest community of India's top talent that pursues or aspires to pursue a career in Management.

[email protected]

Follow Us Here

Konversations By InsideIIM

TestPrep By InsideIIM

• NMAT by GMAC
• Score Vs Percentile
• Exam Preparation
• Explainer Concepts
• Free Mock Tests
• RTI Data Analysis
• Selection Criteria
• CAT Toppers Interview
• Study Planner
• Admission Statistics
• Interview Experiences
• Explore B-Schools
• B-School Rankings
• Life In A B-School
• B-School Placements
• Certificate Programs
• Katalyst Programs

Placement Preparation

• Summer Placements Guide
• Final Placements Guide

Career Guide

• Career Explorer
• The Top 0.5% League
• Konversations Cafe
• The AltUni Career Show
• Employer Rankings
• Alumni Reports
• Salary Reports

Copyright 2024 - Kira9 Edumedia Pvt Ltd. All rights reserved.

What Is a Case Study?

What is a case study interview, how to prep for a case study interview, case study interview example questions, during the case study interview.

• Share on Twitter Share on Twitter
• Share on Facebook Share on Facebook
• Share on LinkedIn Share on LinkedIn

Forage puts students first. Our blog articles are written independently by our editorial team. They have not been paid for or sponsored by our partners. See our full  editorial guidelines .

Table of Contents

A case study interview isn’t your average interview. While most interviews ask you to give examples of how you use your skills on the job, in a case study interview, you’ll use those skills in front of the interviewer to solve a real-life problem.

It’s like auditioning for the school play. But instead of showing you can sing and dance, you’re using a case interview to show how you provide innovative solutions to pressing business problems. Not sure how to get ready for this kind of interview? We’ve got you covered. This guide explains how to prep for a case study interview.

Case studies are used across a variety of industries — everything from business to medicine. They are an in-depth examination, analysis, and critique of a real-world scenario the company experienced. People discuss the situation and explore what they learned while forming new solutions to try when they face a similar situation in the future and hope to improve their performance.

For example, doctors and nurses use case studies to improve how they diagnose and treat patients. Using real patient information, the medical team analyzes the case to see what the team may have missed and why they missed it. Learning from these errors helps the team better prepare for similar cases in the future to improve patient care.

While many industries use case studies to iterate and improve their performance, not every company uses case study interviews. This type of interview is very common at consulting companies (no matter what kind of consulting it is). But it’s not unusual for companies outside of consulting to use case interviews for marketing or operations roles.

In a case study interview, you’re given a real-world situation the company has faced and are tasked with analyzing it and suggesting a course of action.

Future Innovator in Training

Experience what it's like to work as a consultant in this free course from Accenture. Help your client redesign a web page and improve the user experience.

Avg. Time: 5-6 hours

Skills you’ll build: Prioritizing, planning, data analysis, error spotting, communication, strategic thinking

Businesses use case study interviews to assess your abilities in real-time. While you’ll probably draw on a variety of skills, most case study interviews assess:

• Strategic thinking
• Analytical skills
• Common sense

The advantage of a case study interview is that the interviewer can evaluate your ability in each of these areas and see how you’ll actually use them on the job.

What Is a Fit Interview?

Some people use “case study interview” and “fit interview” interchangeably. While a fit interview and a case study interview both ask behavioral interview questions , they are not the same thing.

A case study interview assesses your ability to do the job. It primarily evaluates how you approach business problems and use your skills to solve them. A fit interview is about company culture fit. The interviewer asks questions that assess how well you’ll fit into the company, like asking you questions about what motivates you or how you lead .

Fit and case interviews are important parts of the evaluation process. Getting the job done is just as critical as getting along with coworkers and supporting the company’s mission. Depending on where you interview, you may have one fit interview and one case study interview, or the fit interview may be a smaller part of the case study interview.

What You’ll Learn in a Case Study Interview

A case study interview allows the hiring manager to see your skills in action and how you approach business challenges. But it also teaches you a lot about the company (even if you’re doing most of the talking).

In a sense, you’re behaving as an employee during a case study interview. This gives you a peek behind the curtain, allowing you to see the company’s inner workings, like how they approach business problems and what they expect from you and your performance.

For example, you may offer a novel approach to solving a problem during a case interview. How does the interviewer react to it? Are they impressed? Surprised? Is there a scowl or frown on their face? Their reaction gives you insights into how the company will likely receive your solutions.

Introduction to Strategy Consulting

Discover what consulting is all about in this free course from BCG. Learn how to reframe questions and challenge assumptions.

Avg. Time: 2 hours

Skills you’ll build: Critical thinking, creativity, brainstorming

Depending on the specific company, you may have the case study interview questions in advance, but you may not. Whether you do or don’t, here’s how to prepare for a case study interview.

Conduct Deep Research

Good interview prep for any interview means researching the company. That includes things like learning more about the company’s mission and the challenges the industry faces. But when you’re preparing for a case study interview, your research needs to go deeper. 

When you answer a case study question, your answer has to be specific to the company’s clients or business objectives. For example, if you’re interviewing for a role in strategy consulting , your answer shouldn’t focus on aspects of human resources consulting (unless it’s particularly relevant).

Your research needs to include the kinds of clients the company works with and what types of problems the company solves. For example, the company may only consult for Fortune 100 companies that need accounting advice. Keep these facts in mind as you prepare for the interview.

Case Study Interview Formats

There are four types of case study interview formats:

• Candidate-led: The interviewer asks you a specific question (or gives you a prompt), and you walk the interviewer through a detailed answer.
• Employer-led: The interviewer leads you through a series of specific (and predetermined) prompts and questions, no matter your answers.
• Presentation: You’re given a problem in advance to create and present a detailed case study.
• Video: Similar to a presentation case study interview, you’ll create a video presentation of the case study.

Most companies will tell you in advance which style of case study interview you should prepare for. But if they don’t, reach out to your recruiter or check the company’s website. Many include the essential details you need to prepare for the case study interview.

Seek Out Company-Specific Tips

Speaking of companies and their websites, not only do many companies that use case study interviews tell you the format, they often include helpful tips and tricks to help candidates prepare. This includes what to expect, what the company is looking for skill-wise, and what kinds of responses they want. They may even have a few practice questions and videos you can use to help you prep.

Unlike other common interview questions , it’s not as easy to prepare an answer to case study interview questions. Even though you know it’s a case study interview, you don’t necessarily know the specifics of the case or what problems you’ll be asked to solve.

Cybersecurity

Work through a case experience in this free course from PwC Switzerland. Create a pitch, conduct a risk assessment, and explain your findings.

Skills you’ll build: Risk management frameworks, cause analysis, risk impact assessment, system security

That said, it’s likely your case study interview questions will cover one or several of these concepts:

• Entering new markets
• Increasing profits
• Cutting costs
• Turnarounds
• Mergers and acquisitions
• Pricing strategy
• Developing new products
• Industry analysis
• Competitive response

While there are many ways to answer case study interview questions, a few basic prep tips can help you get ready for every question.

In addition to what you usually bring to a job interview , make sure you bring a notepad and pen or pencil to a case study interview. Taking notes will help you better understand the questions and formulate your answers. It also gives you a place to calculate numbers and figures if you need to. Not every case study interview allows calculators, so you’ll need to be ready to do your calculations manually.

Ask Specific Questions

As you’re working through the case study, you can and should ask any clarifying questions you need. The interviewer wants to hear specific, detailed answers that solve the problem. So, whenever you’re unclear, ask a follow-up question to not only get what you need but to give the interviewer what they need. 

That said, your question(s) should be very specific. You need to verify exactly what the interview is asking so you can create an appropriate answer. Say the interviewer gives you a broad question: The client’s revenue is falling. How do you help them increase it? You can follow up with a very specific question or two to make sure you understand what the interviewer is asking:

You’re asking how I would help the client raise revenue, correct? Are you also asking how I would help them increase their profit and cut costs?

>>Related: 5 Top Questions to Ask in an Interview (and Why You Should Ask Them)

Talk Them Through It

A big part of the case study interview is seeing you in action. However, in this case, “see” really means “how you think.” Since the interviewer can’t hear your inner monologue, you’ll need to practice thinking out loud.

While the interviewer wants to hear your solution, they also want to hear how you got there. That means talking through your entire thought process. Instead of saying, “I’d do X,” you have to explain how you arrived at your decision while you’re getting there.

Because not everyone thinks out loud, it may feel unnatural to you, and you likely won’t be expected to do it on the job. But it’s crucial to practice this skill — and it is a skill — because the interviewer is expecting you to do it in a case study interview.

Want to give a case study a shot? Try out a Forage consulting virtual simulation program and gain the skills you’ll need to ace a case study interview.

Image credit: Canva

Related Posts

Interview angst here’s what not to say in an interview, how to prep for consulting interview questions, 11 financial analyst interview questions (and answers), upskill with forage.

Gain job skills you can talk about in interviews.

Study makes case for sick pay rethink to help long Covid sufferers

Researchers have suggested the government should extend statutory sick pay beyond 28 weeks, after finding people with long Covid are likely to quit their jobs if their symptoms remain after this point.

A study by the University of Birmingham and Keele University found that people with long Covid are at three times higher risk of leaving employment than those without Covid symptoms.

The research , which involved 9,000 people, looked at the experiences of two groups: people who had Covid symptoms lasting 5-28 weeks and people with Covid symptoms for 29 weeks or more. This timeframe was chosen as eligibility for statutory sick pay in the UK expires after 28 weeks.

People with long Covid being failed by return-to-work policies 

Long Covid can have ‘objectively measurable’ effect on brain

Line manager support key to long Covid return to work

They were compared with those who had Covid symptoms for less than five weeks, or no symptoms at all.

The study found that people who continued to experience Covid symptoms after 28 weeks were at a higher risk of leaving work. However, those who chose to remain in work beyond this point did not work any fewer, or more, hours than they did before the pandemic, with the researchers suggesting his group found ways to adapt.

Donald Houston, professor of regional economic development at the University of Birmingham, said: “Our study shows that those with Long Covid who can work, want and do continue to work.

“Working zero hours is associated with people who fall within the statutory sick pay/leave limits, and then after that people go back to work if they can, or leave work either through resignation or redundancy.”

Paul Sissons, professor of regional economic development and policy at Keele University Business School, said: “The research highlights important gaps in the sickness benefits system, but also points to the importance of the role of employers in supporting the management of long-term conditions in the workplace.

“Our analysis suggests that long Covid poses a twin challenge to employers of providing adaptations and flexibility to help employees manage the physical symptoms, as well as better supporting mental health and wellbeing.”

Dr Darja Reuschke, associate professor at the City-Region Economic Development Institute at Birmingham, said: “Extending statutory sick pay beyond 28 weeks and giving people greater flexibility to manage phased returns to work, would help to reduce the risk of long Covid sufferers leaving employment. Financial support for employers to maintain employment until recovery from long Covid would help to preserve employment and tackle the rising level of inactivity in the UK, something the new Labour government has said it is keen to realise.”

The study concluded that more research is needed into the diversity of employer responses and what works in supporting employees with long Covid.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OH job opportunities on Personnel Today

Ashleigh Webber

Ashleigh is editor of OHW+ and HR and wellbeing editor at Personnel Today. Ashleigh's areas of interest include employee health and wellbeing, equality and inclusion and skills development. She has hosted many webinars for Personnel Today, on topics including employee retention, financial wellbeing and menopause support. Prior to joining Personnel Today in 2018, she covered the road transport sector for Commercial Motor and Motor Transport magazines, touching on some of the employment and wellbeing issues experienced by those in road haulage.

Labour’s changes to employment law: What’s the reality?

Government launches back to work plan to tackle economic inactivity, leave a comment cancel reply.

Save my name, email, and website in this browser for the next time I comment.

You may also like

People with long covid being failed by return-to-work..., long covid leaves ‘tell-tale’ traces of inflammation in..., covid vaccinations do protect against heart failure and..., health workers take long covid claim to high..., long covid can have ‘objectively measurable’ effect on..., leaky blood vessels could be key to long..., line manager support key to long covid return..., academics working with energy-limiting conditions sought for study, nhs 2024 covid vaccination programme even more limited, long covid: being vaccinated ‘consistently’ reduces risk, study....

Knowing when to call it quits takes courage and confidence - 3 case studies

Professor of Political Science, Trinity College

Chairperson and Associate Professor of Law, College of Staten Island, CUNY

Disclosure statement

Michael Paris occasionally volunteers with Democratic organizations.

Kevin J. McMahon does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.

Trinity College provides funding as a member of The Conversation US.

View all partners

After President Joe Biden’s disastrous performance at the June 27, 2024, debate, many Democrats have raced to ring the alarm bell, proclaiming that it’s time for him to step aside, time to let someone else take the reins in hopes of defeating Donald Trump in November.

With that in mind, as political scientists with a side interest in sports, we recount three moments from history when men and women faced the difficult decision to stay or go. We hope they will help inform the current discussion.

We begin with two who worked at the highest levels of power in the U.S.:

President Lyndon Johnson, 1968

On the final night of March 1968, President Lyndon B. Johnson, known universally as “LBJ,” spoke to the nation from the Oval Office to say that the United States would unilaterally halt nearly all its bombing in North Vietnam.

But as his address came to a close, he had something more to say:

Shocking his audience, LBJ added : “I shall not seek, and I will not accept, the nomination of my party for another term as your president.”

Johnson was 59 years old. Three-and-a-half years earlier, he had scored one of the greatest landslides in American history, winning 61% of the vote and 44 states in the 1964 presidential election .

A scant few individuals so aptly defined the term “political animal” as LBJ. He had come to Washington as a young man bursting with ambition and succeeded like few others.

Indeed, since becoming president after John F. Kennedy’s 1963 assassination , Johnson had ushered through Congress an avalanche of progressive legislation , including the historic 1964 Civil Rights and 1965 Voting Rights acts. With the possible exception of Franklin D. Roosevelt, no other president had achieved so much legislatively.

But on that March day in 1968, at a time of growing antiwar protests and the accelerating pull of rival candidates for the Democratic nomination, he understood that he now led a country coming apart at the seams. Despite having declared his candidacy for reelection, seeking another term might make things worse.

It was time for someone else to have a turn.

Justice Ruth Bader Ginsburg, 2013

As one of us recounts in his book, “ A Supreme Court Unlike Any Other: The Deepening Divide Between the Justices and the People ,” President Barack Obama invited Justice Ruth Bader Ginsburg for a private lunch at the White House in the summer of 2013.

Obama wanted to nudge Ginsburg into retirement. The 80-year-old justice was a two-time survivor of pancreatic cancer, one of the deadliest of all cancers. She had already served on the high court for two decades and had carved out a legacy as a staunch liberal and champion of women’s equality.

Additionally, Obama was concerned about the upcoming midterm elections. If the Democrats lost the Senate, he would not be able to replace her with a like-minded justice, because a GOP-run Senate would not confirm such a nominee.

Ginsburg didn’t take Obama’s hint.

Soon after the lunch, she noted, “ I think one should stay as long as she can do the job .” She added shortly after , “There will be a president after this one, and I’m hopeful that that president will be a fine president.”

That next president was Donald Trump.

Ginsburg died in mid-September 2020, just weeks before Joe Biden would oust Trump from the White House. But significantly, Trump had sufficient time to fill Ginsburg’s seat with the conservative Amy Coney Barrett .

In 2022, Barrett provided the fifth and decisive vote in the Dobbs decision, which overturned Roe v. Wade’s federal protection of abortion rights .

Deciding when to step away or stay may have deep consequences in the political world.

The consequences are big in sports, as well, but at a more personal level.

Philadelphia Eagle Jason Kelce, 2024

Skeptics said he was too small to play among the giants on an offensive line in the NFL. Not strong enough. Not tough enough. A former walk-on who had been drafted in 2011 in the sixth round .

But in a short space of time, Jason Kelce redefined the position of center and helped guide his team to its first-ever Super Bowl win.

In 2024, Kelce’s team, the Philadelphia Eagles, was still one of the best in the NFL. It had been to the Super Bowl just a year earlier, and Kelce was still considered to be playing near the top of his game.

But Kelce had had enough. It was time for him to end his playing days.

Sitting before a packed room of reporters and family members, the bare-armed and burly-chested 36-year-old Kelce set out to say goodbye .

But before he could even get a sentence out, his emotions took over, forcing him to pause for several moments. He held his head in his hands, sobbing, sniffling, snorting, taking deep breaths. Tears streamed down his face throughout the news conference. Repeatedly, he had to stop and wipe them away with a washcloth someone tossed to him.

As he struggled to get through his statement, listeners could hear him motivate himself several times with the phrase, “Come on.”

The ‘courage to call it quits’

Kelce’s retirement announcement is both difficult and extraordinarily captivating to watch. During those 40 minutes, he displays the courage it takes to call it quits when there is still something to be gained.

The picture was of a man coming to terms with his fate. Not because of injury or lack of skill, but because he believed it was necessary to take this step before those things forced him out.

Are there moments when we can judge for another when it is time to bow out? Most assuredly, there are. Hopefully, we do so with compassion and gratitude, but there are simply times when conscience demands an honest reckoning and unflinching truth-telling.

• Lyndon Baines Johnson
• Voting Rights Act
• US Constitution
• Political conventions
• US presidency
• Mental ageing
• 25th Amendment
• Philadelphia Eagles
• Civil Rights Act
• Ruth Bader Ginsburg
• US democracy

Management Information Systems & Analytics – Limited Term Contract

Publications Manager

Audience Insight Officer

Academic Programs Officer, Scheduling

Director, Student Administration

Case Studies: An Example of HR Policies in Action

• Employee Handbooks
• September 26, 2023

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

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

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:

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

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

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

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?

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.

Pardon Our Interruption

As you were browsing something about your browser made us think you were a bot. There are a few reasons this might happen:

• You've disabled JavaScript in your web browser.
• You're a power user moving through this website with super-human speed.
• You've disabled cookies in your web browser.
• A third-party browser plugin, such as Ghostery or NoScript, is preventing JavaScript from running. Additional information is available in this support article .

To regain access, please make sure that cookies and JavaScript are enabled before reloading the page.

• Frederick O’Brien
• Jun 21, 2024

How I Learned To Stop Worrying And Love Multimedia Writing

• 13 min read
• Content , Inspiration , MDX
• Share on Twitter ,  LinkedIn

About The Author

Fred is soft skills and professional development editor at Smashing Magazine and a software engineer at The Guardian. His interests include American literature, … More about Frederick ↬

Email Newsletter

Weekly tips on front-end & UX . Trusted by 200,000+ folks.

Prior to the World Wide Web, the act of writing remained consistent for centuries. Words were put on paper, and occasionally, people would read them. The tools might change — quills, printing presses, typewriters, pens, what have you — and an adventurous author may perhaps throw in imagery to compliment their copy.

We all know that the web shook things up. With its arrival, writing could become interactive and dynamic. As web development progressed, the creative possibilities of digital content grew — and continue to grow — exponentially. The line between web writing and web technologies is blurry these days , and by and large, I think that’s a good thing, though it brings its own challenges. As a sometimes-engineer-sometimes-journalist, I straddle those worlds more than most and have grown to view the overlap as the future.

Writing for the web is different from traditional forms of writing. It is not a one-size-fits-all process. I’d like to share the benefits of writing content in digital formats like MDX using a personal project of mine as an example. And, by the end, my hope is to convince you of the greater writing benefits of MDX over more traditional formats.

A Little About Markdown

At its most basic, MDX is Markdown with components in it. For those not in the know, Markdown is a lightweight markup language created by John Gruber in 2003 , and it’s everywhere today. GitHub, Trello, Discord — all sorts of sites and services use it. It’s especially popular for authoring blog posts, which makes sense as blogging is very much the digital equivalent of journaling. The syntax doesn’t “get in the way,” and many content management systems support it.

Markdown’s goal is an “ easy-to-read and easy-to-write plain text format ” that can readily be converted into XHTML/HTML if needed. Since its inception, Markdown was supposed to facilitate a writing workflow that integrated the physical act of writing with digital publishing.

We’ll get to actual examples later, but for the sake of explanation, compare a block of text written in HTML to the same text written in Markdown.

HTML is a pretty legible format as it is:

But Markdown is somehow even less invasive:

I’ve become a Markdown disciple since I first learned to code. Its clean and relatively simple syntax and wide compatibilities make it no wonder that Markdown is as pervasive today as it is. Having structural semantics akin to HTML while preserving the flow of plain text writing is a good place to be.

However, it could be accused of being a bit too clean at times. If you want to communicate with words and images, you’re golden, but if you want to jazz things up, you’ll find yourself looking further afield for other options.

Gruber set out to create a “ format for writing for the web ,” and given its ongoing popularity, you have to say he succeeded, yet the web 20 years ago is a long way away from what it is today.

This is the all-important context for what I want to discuss about MDX because MDX is an offshoot of Markdown , only more capable of supporting richer forms of multimedia — and even user interaction. But before we get into that, we should also discuss the concept of web components because that’s the second significant piece that MDX brings to the table.

Further Reading

• “ Thoughts On Markdown ” by Knut Melvær
• “ Improving The Accessibility Of Your Markdown ” by Eric Bailey

A Little About Components

The move towards richer multimedia websites and apps has led to a thriving ecosystem of web development frameworks and libraries, including React, Vue, Svelte, and Astro, to name a few. The idea that we can have reusable components that are not only interactive but also respond to each other has driven this growth and continues to push on evolving web platform features like web components .

MDX is like a bridge that connects Markdown with modern web tooling. Simply put, MDX weds Markdown’s simplicity with the creative possibilities of modern web frameworks. “

By leaning into the overlaps rather than trying to abstract them away at all costs, we find untold potential for beautiful digital content.

• “ The Key To Good Component Design Is Selfishness ” by Daniel Yuschick
• “ Developer Decisions For Building Flexible Components ” by Michelle Barker
• “ When CSS Isn’t Enough: JavaScript Requirements For Accessible Components ” by Stephanie Eckles
• “ A Complete Guide To Accessible Front-End Components ” by Vitaly Friedman

A Case Study

My own experience with MDX took shape in a side project of mine: teeline.online . To cut a long story short, before I was a software engineer, I was a journalist, and part of my training involved learning a type of shorthand called Teeline. What it boils down to is ripping out as many superfluous letters as possible — I like to call this process “disemvowelment” — then using Teeline’s alphabet to write the remaining content. This has allowed people like me to write lots of words very quickly.

During my studies, I found online learning resources lacking, so as my engineering skills improved, I started working on the kind of site I’d have used when I was a student if it was available. Hence, teeline.online.

I built the teeling.online site with the Svelte framework for its components. The site’s centerpiece is a dataset of shorthand characters and combinations with which hundreds of outlines can be rendered, combined, and animated as SVG paths.

Another part of the site is a very modest syllabus that includes lessons on Teeline theory and best practices. The site is in its early stages, yet is already threatened to become overrun with images and SVGs. There was a time when every word had its own bespoke SVG outline, and every image was made from scratch. Over time, though, I managed to abstract the SVG outlines into a core dataset, with which an infinite number of outlines could be generated.

These refinements were obviously handy from technical and organizational standpoints, but wouldn’t it be nice to weave them into learning materials?

Svelte’s framework has its own variant of MDX called MDsveX . Although the syntax is tightly coupled to Svelte-based components (rather than components made by other frameworks, e.g., React), the underlying principles are the same. I was able to use it to weave reusable interactive elements into the syllabus.

The first and simplest application of this was to have animated outlines in an “Alphabet” section. Elsewhere, individual outline cards could be dropped in to illustrate points.

Likewise, Teeline’s “disemvowelment” script could be wired into a single component that I could then use as many times as I like.

Then, of course, as is only natural when working with components, I could combine them to show the Teeline evolution that converts longhand words into shorthand outlines.

The Markdown, meanwhile, looks as simple as this:

It’s not exactly the sort of complex codebase you might expect for an app. Meanwhile, the files themselves can sit in a nice, tidy directory of their own:

The syllabus is neatly filed away in its own folder. With a bit of metadata sprinkled in, I have everything I need to render an entire section of the site using routing . The setup feels like a fluid medium between worlds . If you want to write with words and pictures, you can. If an idea comes to mind for a component that would better express what you’re going for, you can go make it and drop it in.

In fairness, a “WordToOutline” component like this might not mean much to Teeline newcomers, though with such a clear connection between the Markdown and the rendered pages, it’s not much of a stretch to work out what it is. And, of course, there’s always the likes of services like Storybook that can be used to organize component libraries as they grow.

The raw form of multimedia content can be pretty unsightly — something that needs to be kept at arm’s length by content management systems. With MDX — and its ilk — the content feels rather friendly and legible.

I think you can start to see some of the benefits of an MDX setup like this. There are two key benefits in particulart that I think are worth calling out.

Editorial Benefits

First and foremost, MDX doesn’t distract the writing and editorial flow of working with content. When we’re working with traditional code languages, even HTML, the code format is convoluted with things like opening and closing tags. And it’s even more convoluted if we need the added complexity of embedding components in the content.

MDX (and Markdown, for that matter) is much less verbose. Content is a first-class citizen that takes up way less space than typical markup, making it clear and legible. And where we need the complex affordance of components, those can be dropped in without disrupting that nice editorial experience.

Another key benefit of using MDX is reusability . If, for example, I want to display the same information as images instead, each image would have to be bespoke. But we all know how inefficient it is to maintain content in raster images — it requires making edits in a completely different application, which is highly inconvenient. With an old-school approach, if I update the design of the site, I’m left having to create dozens of images in the new style.

With MDX (or an equivalent like MDsveX), I only need to make the change once, and it updates everywhere. Having done the leg work of building reusable components, I can weave them throughout the syllabus as I see fit, safe in the knowledge that updates will roll out across the board — and do it without affecting the editorial experience whatsoever.

Consider the time it would take to create images or videos representing the same thing. Over time, using fixed assets like images becomes a form of technical — or perhaps editorial — debt that adds up over time, while a multimedia approach that leans into components proves to be faster and more flexible than vanilla methods.

Tech Benefits

I just made the point that working with reusable components in MDX allows Markdown content to become more robust without affecting the content’s legibility as we author it. Using Svelte’s version of MDX, MDsveX, I was able to combine the clean, readable conventions of Markdown with the rich, interactive potential of components.

It’s only right that all my gushing about MDX and its benefits be tempered with a reality check or two. Like anything else, MDX has its limitations, and your mileage with it will vary.

That said, I believe that those limitations are likely to show up when MDX is perhaps not the best choice for a particular project. There’s a sweet spot that MDX fills and it’s when we need to sprinkle in additional web functionality to the content . We get the best of two worlds: minimal markup and modern web features.

But if components aren’t needed, MDX is overkill when all you need is a clean way to write content that ports nicely into HTML to be consumed by whatever app or platform you use to display it on the web.

Without components, MDX is akin to caring for a skinned elbow with a cast; it’s way more than what’s needed in that situation, and the returns you get from Markdown’s legibility will diminish. “

Similarly, if your technical needs go beyond components, you may be looking at a more complex architecture than what MDX can support, and you would be best leaning into what works best for content in the particular framework or stack you’re using.

Code doesn’t age as well as words or images do. An MDX-esque approach does sign you up for the maintenance work of dependency updates , refactoring , and — god forbid — framework migrations . I haven’t had to face the last of those realities yet, though I’d say the first two are well worth it. Indeed, they’re good habits to keep.

Key Takeaways

Writing with MDX continues to be a learning experience for me, but it’s already made a positive impact on my editorial work.

Specifically, I’ve found that MEX improves the quality of my writing . I think more laterally about how to convey ideas.

Is what I’m saying best conveyed in words, an image, or a data visualization? Perhaps an interactive game?

There is way more potential to enhance my words with componentry than I would get with Markdown alone, opening more avenues for what I can say and how I say it.

Of course, those components do not come for free. MDX does sign you up to build those, regardless of whether you have a set of predefined components included in your framework. At the same time, I’d argue that the opportunities MDX opens up for writing greatly outweigh having to build or maintain a few components .

If MDX had been around in the age of Leonardo Di Vinci, perhaps he may have reached for MDX in his journals. I know I’m taking a great leap of assumption here, but the complexity of what he was writing and trying to describe in technical terms with illustrations would have benefited greatly from MDX for everything from interactive demos of his ideas to a better writing experience overall.

• “ The Power of Pen and Paper Sketching ” by Tracy Osborne
• “ What Leonardo Da Vinci Can Teach Us About Web Design ” by Frederick O’Brien

Multimedia Writing

In many respects, MDX’s rich, varied way of approaching content is something that Markdown — and writing for the web in general — encourages already. We don’t think only in terms of words but of links, images, and semantic structure. MDX and its equivalents merely take the lid off the cookie jar so we can enhance our work.

Wouldn’t it be nice if… is a redundant turn of phrase on the web. There may be technical hurdles — or, in my case, skill and knowledge hurdles — but it’s a buzz to think about ways in which your thoughts can best manifest on screen.

At the same time, the simplicity of Markdown is so unintrusive. If someone wants to write content formatted in vanilla Markdown, it’s totally possible to do that without trading up to MDX.

Just having the possibility of bespoke multimedia content is enough to change the creative process. It leaves you using words because you want to, not because you have to. “

Why describe the solar system when you can render an explorable one? Why have a picture of a proposed skyscraper when you can display a 3D model? Writing with MDX (or, more accurately, MDsveX) has changed my entire thought process. Potential answers to the question, How do I best get this across? , become more expansive.

As You Please

Good things happen when worlds collide. New possibilities emerge when seemingly disparate things come together. Many content management systems shield writers — and writing — from code. To my mind, this is like shielding painters from wider color palettes, chefs from exotic ingredients, or sculptors from different types of tools.

Leaning into the overlap between writing and coding gets us closer to one of the web’s great joys: if you can imagine it, you can probably do it.

Smashing Newsletter

Tips on front-end & UX, delivered weekly in your inbox. Just the things you can actually use.

Front-End & UX Workshops, Online

With practical takeaways, live sessions, video recordings and a friendly Q&A.

TypeScript in 50 Lessons

Everything TypeScript, with code walkthroughs and examples. And other printed books.