- 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?
- Amit Mehta
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!
Comments