hrm case study harsha and franklin

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HRM Case Studies With Solutions

Let’s study Human Resource Management Case Studies with solutions. HRM Case studies play a vital role in management education especially in subjects like Human Resource Management (HRM), Personnel Management, PAAP and related subjects.

It gives a clear picture of the concepts when you practise them through case studies. Here we have given some live HRM case studies that are short, useful & interesting. This will allow you to think beyond the theoretical part and make you capable to apply the concepts in real-time situations.

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We are also providing solutions which are free of cost. We welcome your feedback about these HRM case studies.

Below are short and simple Case Studies on HRM with Solutions, Questions, and Answers.

HRM Case Study 1

Harsha and Franklin both of them are postgraduates in management under different streams from the same B-School. Both of them are close to each other from the college days itself and the same friendship is continuing in the organization too as they are placed in the same company, Hy-tech technology solutions. Harsha placed in the HR department as employee counsellor and Franklin in the finance department as a key finance executive. As per the grade is concerned both are at the same level but when responsibility is concerned Franklin is holding more responsibility being in core finance.

By nature, Harsha is friendly in nature and ready to help the needy. Franklin is silent in nature ready to help if approached personally and always a bit egoistic in nature. They have successfully completed 4 years in the organization. And management is very much satisfied with both of them as they are equally talented and constant performers.

Harsha felt that now a day’s Franklin is not like as he uses to be in the past. She noticed some behavioural changes with him. During general conversations, she feels that Franklin is taunting her that she is famous among the employees in the organization, on the other hand, he is not even recognized by fellow employees.

One morning Mr. Mehta General Manager Hy-tech technology solutions shocked while going through the mail received from Franklin about his resignation. Mr. Mehta called Harsha immediately and discussed the same as she is close to Franklin. By hearing the news Harsha got stunned and said that she does not know this before she also revealed here current experience with him. Mr. Mehta who does not want to lose both of them promised her that he will handle this and he won’t allow Franklin to resign.

In the afternoon Mr. Metha took Franklin to Canteen to make him comfortable after some general discussion he starts on the issue. Franklin, after some hesitation, opened his thinking in front of Mr. Mehta. The problem of Franklin is

1) when he comes alone to canteen the people from others don’t even recognize him but if he accompanied by Harsha he gets well treated by others.

2) one day Both of them entered the company together the security in the gate wished them but the next day when he came alone the same security did not do so.

3) Even in meetings held in the office, the points raised by Harsha will get more value so many times he keeps silent in the meeting.

It happens to Franklin that he has to face such degradation in each day of work which totally disturbs him. Franklin also questioned that ” Harsha and myself have the same qualification, from the same institute, passed out in the same year both with first class. We have the same number of experiences in this organization. Moreover, the responsibilities with me are more valuable than those of Harsha. After all these things if I am been ignored or unrecognized by the fellow employees my ego does not allow me to continue here”.

By listening to this statement Mr.Metha felt that it is not going to be very difficult to stop his resignation. Mr. Mehta explained Franklin the reasons for such partial behaviour of the employees. After listening to Mr. Mehta Franklin said sorry for his reaction and ready to take back his resignation. And he called Harsha and spoke with like before.

Questions for HRM Case Studies: Case Study 1

Find the reason that Mr. Mehta would have given to Franklin.

Solution for HRM Case Study 1

Mr. Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from the same college in the same year. Both of them joined the company together both have the same experience. Even in performance-wise, both stands in the same level i.e. both are constant performers and good performers.

Franklin analyzed all the above-said similarities between him and Harsha. He also stated that he holds more responsibility than that of Harsha. One thing Franklin did not notice or analyzed is the job profile of Harsha. It is true that Franklin holds more responsibility than that of Harsha but when it comes to direct interaction with employees Harsha wins the employees’ attention in this aspect. Harsha being a counsellor in HR she faces the employees every day. She developed good rapport among the employees due to her friendly nature. She is always remembered by the employees whenever they face any problem as she gives good counselling and most of the time she suggests the best solutions for such issues.

Franklin though holding a key position in finance his profile does not allow him to interact with the employees. Though he has a helping tendency he does only when someone approached him personally. As the employees of other departments do not have any relation with him they never approach him for help. Mr. Mehta having a good experience understood these things when Franklin explained his problems one by one. Later he relates each situation, explained by Franklin with the above said reasons and made Franklin understood the reality.

Mr. Mehta said that the security in the gate or the employees in the canteen who recognized Harsha and not Franklin would have interacted with her during counselling or approached her for any issues. And as usual, she would have counselled well or solved the issues of them that is the reason why they treat her and wish her whenever where ever they meet her. When it comes to the case of Franklin they would have hardly met him or interacted with him.

When it comes to the point that even in-office meetings Harsha, points are valued so Franklin keeps mum. For this, Mr. Mehta replied that the points put forward by her would be related to employees or from the employees’ point of view which actually the management wants to know so they give value to her points. And as quoted Fraklin after, one or two such incidents keep silent in the meeting. He never made an attempt to raise some suggestions so management does not have any option to listen to that suggestion.

After listening to all the explanations given by Mr. Mehta Franklin realized his mistake and felt proud of the Rapport developed by Harsha among the employees. He said to Mr. Mehta that he will take back his resignation. And rushed to Harsha to make an apology and to meet her as a friend as like his college days.

HRM Case Studies Part 2:

HRM Case Study 2

Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes in the manufacturing industry for more than ten decades. The company employs more than 800 workers and 150 administrative staff and 80 management-level employees. The Top-level management views all the employees at the same level. This can be clearly understood by seeing the uniform of the company which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterias at different places one near the plant for workers and others near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of the same quality. In short, the company stands by the rule of Employee Equality.

The company has one registered trade union. The relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a paymaster in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don’t have many grievances due to the other benefits provided by the company. But the company is facing a countable number of problems in supplying the materials in the recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the box of material B) incorrect labelling of material, not dispatching the material on time, etc…

The management views the case as there are loopholes in the system of various departments and hand over the responsibility to the HR department to solve the issue. When the HR manager goes through the issues he realized that the issues are not relating to the system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is

• The company hired new employees for a higher-level post without considering the potential internal candidates.
• The newly hired employees are placed with higher packages than that of existing employees in the same cadre.
• Narrate the case with a suitable title for the case. Justify your title.

Solution for HRM Case Case Study 2

Employee Equality is not the need for every hour. In the above-said case, Watson Ltd had provided all facilities to employees at each grade in an equal manner. But still, the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc. And the HR manager said that the policy of hiring new employees for the higher post without considering old potential employees is the major problem.

“Employee recognition VS Employee equality ”. As the HR manager states that employees are not been recognized for the potential rather the company has gone for new recruitment. Because of which the company faces problems.

• The points rose by the HR manager as the reason for the latest issues in the organization is justifiable or not. Support your answer with Human resource related concepts.

Yes, the points raised by the HR manager is justifiable because “Human beings are social Animals as popularly” said by many Human resources Scholars. So human minds demand social recognition, self-respect, consideration, etc for their work and performance.

In the above-said case, even the company provides and stands by the concept of employee equality when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production.

Related HR concept.

Slow down Production:

The concept of slow down production is a type of employee’s strike. The Industrial Relations sates that when the employee wants to show their dissatisfaction to the management but don’t want to go for strike they follow slow down strike. The impact of which will be understood after a particular time period.

Employee Recognition:

Human beings can be easily motivated by Rewards and recognition than that of money. In this case, also the employee is not satisfied even after all facilities just because of the reason that they are not recognized.

Hawthrone Experiment:

In the four types of test conducted by Elton Mayo, the remarkable hike in production is recognized in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. Before the new hires if the management consulted the employees both management and employees would have avoided this issue

Hygiene Factor:

The theory of hygiene factors states that there are certain factors related to employees the presence of which will not create a major impact but the absence of such things will lead to a de motivation to the employees. Employee Recognition is one such factor when the management fails to do so it will Detroit the employees to a great extent.

• Help the organization to come out from this critical issue. If you are in the role of HR manager what will be your immediate step to solve this case.

If I was in the post of the HR manager I will try to discuss the issue and ask for the reason from the management for new recruiting rather than considering available potential talents. I will personally analyse the reasons provided by management and if acceptable I will discuss the same with the employees. Everything is possible with a discussion. So I will discuss and convince the employee that this won’t happen again in the organization. I will also initiate the collective bargaining process for reasonable salary hike for the existing employees.

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HRM IMPORTANT CASE STUDIES

Important case studies on hrm .

This article deals with the Important HRM case studies, topic of the CAIIB NOV 2024 EXAM along with CAIIB NOV 2024 Study Material.

HUMAN RESOURCE MANAGEMENT

The practice of recruiting, hiring, assigning, and managing personnel is known as human resource management (HRM). Frequently, HRM is referred to as just “human resources” (HR). The HR department of a business or organisation is often in charge of developing, implementing, and monitoring the firm’s policies regarding employees and their interaction with them.

IMPORTANCE OF CASE STUDIES

We at learningsession.in provide the best case-studies out there in human resource management for CAIIB NOV/DEC Exams 2024. In this article, we are going to provide you with two types of case studies- long and short types. Prepare from our study material and crack the exam with the highest scores.

Let’s examine case studies of human resource management that have solutions. Human Resource Management (HRM), Personnel Management, PAAP, and other related areas all benefit greatly from the use of HRM case studies in management education.

When you apply the concepts through case studies, it helps to paint a clear picture of what they mean. Here, we’ve included a few succinct, practical, and fascinating real-world HRM case studies. This will enable you to think more critically than just theoretically and will enable you to use the ideas in practical contexts.

These HRM case studies with solutions, questions, and answers are brief and straightforward.

In addition, we are offering cost-free solutions. Your comments on these HRM case studies are always welcome.

Read Also: CAIIB HRM LIVE CLASSES 2022 | SCHEDULE OF LIVE CLASSES

LONG CASE STUDY

Franklin and Harsha are both postgraduates in management from the same B-School, but they studied in separate management streams. As employees of the same company, Hy-tech technology solutions, they have been close friends since their undergraduate days, and their connection has carried over into the workplace. Franklin was assigned to the finance department as a prominent finance executive, and Harsha was placed in the HR department as an employment counselor. Both students are at the same grade level as far as grades go, but Franklin holds greater responsibility because he works in core finance.

Harsha is amiable and eager to assist those in need by nature. Franklin has a quiet demeanor and is always a little egotistical, yet he is willing to assist if asked. They successfully finished their four years with the company.

When Mr. Mehta, General Manager of Hy-Tech Technology Solutions, opened a letter from Franklin concerning his resignation one morning, he was astonished. Given that Harsha is close to Franklin, Mr. Mehta called her right away to discuss the situation. After learning the news, Harsha expressed shock and said she had no idea. She also shared her most recent interaction with him.

After some introductory conversation, Mr. Metha brought Franklin to the canteen in the afternoon to help him feel at ease.

Ques: The problem with Franklin is:

• When he enters the canteen alone, the people from other groups don’t even know him, but if Harsha accompanies him, the group members treat him warmly.
• When they first arrived in the building together, the gate security wanted them, but the next day, when he arrived by himself, the same security did not.
• Harsha’s points will be more valuable even in meetings held in the office; therefore, frequently, he chooses to remain mute.

Explaination

• Since Franklin is a quiet introvert man, it’s difficult for him to open up to new people as compared to Harsha, who is more of an extrovert person. This made Franklin question his self-esteem, and his confidence lowered. If the group of people treated him the same way as they treated Harsha and him together, it would become easier for him to adjust.
• There is also Franklin’s fault in all this. He could have tried more before giving his resignation letter. It depends on how he settles in his workplace and not gets bothered by small trivial things like these. He is a little self-centered, which generally leads to friction between him and Harsha.

Consequence

• Franklin apologized for his behavior after hearing Mr. Mehta out and indicated that he was prepared to revoke his resignation. He then dialed Harsha’s number and chatted to her like before.

Ques) Find the justification that Mr. Mehta would have offered Franklin:

• Mr. Mehta told Franklin that he needs to not think about all these trivial things and focus more on his work as he holds a more important position than Harsha.
• Mr. Mehta asked him to interact more with staff so that it becomes easier for him to adjust to the workplace.
• Mr. Mehta didn’t bother giving any justification to Franklin.

Explanation

• After hearing this scenario, Mr. Mehta was able to comprehend the problem and identify the cause of the employees’ inconsistent treatment of Franklin and Harsha.
• Franklin examined each of the parallels between Harsha and himself. He added that he is responsible for more than Harsha is. The employment profile of Harsha is one item Franklin failed to observe or examine. While it is true that Franklin has more responsibilities than Harsha does, Harsha garners the respect of the staff when it comes to face-to-face interactions. As a counselor in HR, Harsha interacts daily with the workers. She forged strong relationships with the staff because of her outgoing personality.

After hiring XYZ Ltd, one of the top IT Companies, as a consultant for a significant technology upgrade in the Bank, the top management of ABC. Bank was ecstatic. Their enthusiasm was short-lived, however, as the project stalled and the advisors failed to produce the expected outcomes even after several months. In fact, the consultants believed that the project might never be implemented successfully because they appeared to be encountering resistance from personnel at various levels. All ranks of staff appeared hesitant to cooperate. Their concern at the dissolution of roles was apparent.

Ques) What does the term “role erosion” mean here?

• The worker worries that he will be fired.
• Fear of having less authority and responsibility.
• Concern that he will no longer be a necessity.

Ans – 4

Ques) In this instance, the crucial concern is:

• Individuals’ attitudes.
• Personnel education.
• Group actions are brought on by apprehension.
• All of the above.

Ans – 3

Ques) How might this circumstance have been handled more skillfully?

• By releasing project information and a timeline that includes penalties for delays.
• By enlisting the assistance of HR experts to serve as coordinators.
• By incorporating the managers before the Consultants arrived and acknowledging that every change is accompanied by a variety of emotions.

Read Also: CAIIB HRM MOCK TEST 2022

SHORT CASE STUDY

An American MNC is a client of PeopleStrong and has five locations where there is a high staff turnover rate. The business people planned to implement analytics to assess the primary causes of attrition and perform predictions for their occurrence at various business locations.

Ques) What can be done here?

• They access all the options randomly.
• They don’t care about analysis and just blindly choose to continue with their work.
• They use a proper analytical tool to access the cause and work towards making a plan of action for it.

Explanation :

• A workforce analytics tool that is Integrated was developed and put into use. This technology could record attrition results and their causes and perform trend-based forecasting.
• Consequently, 500 of the 5000 employees were expected to resign in the upcoming six months, according to the forecasting report. In addition to improving people methods, stronger staff retention plans were created that included incentives and rewards. 250 people still departed; however, the actual number was 50% lower than expected.

The case studies mentioned above demonstrate the growing trend of integrating analytics into corporate management’s HR function. Additionally, the recruitment and retention procedures can be observed to benefit from this.

CAIIB HRM STUDY MATERIAL 2024

Our text or resource used as CAIIB study material nov 2024 should provide a conceptual understanding of the subject. Our main objective is to provide the CAIIB study material nov 2024  in terms that are easy to understand, making it easier for the candidates to recall what they have read or watched.

By having all the material the candidates require in one place rather than having to explore the internet or book stores or ask others for help to understand what is said in the books, they will save a significant amount of time with our CAIIB HRM study material Nov 2022. Candidates can just focus on their studies rather than trying to learn information from numerous sources or books.

The Learning Sessions CAIIB study material 2024 for the HRM paper has the following features and contents:

• Video Lectures : Both recorded and live video lectures are available for your use.
• Language used in Lecture delivery: Hindi and English for all subjects are present in our package.
• Mock test: As you study for the Human Resource Management subject, you will also be provided with CAIIB Mock Tests 2022 to test your knowledge which will be of great help to you.
• The CAIIB mock tests 2024  also contain memory-based questions from earlier CAIIB Exams .

Read Also: CAIIB HRM ONLINE CLASS 2022 | SCHEDULE OF VIDEO CLASSES

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