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Case study: The secret behind Yahoo's high staff engagement scores

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From building a vibrant ambience at the office to providing free meals , Yahoo has been making headlines in the corporate landscape for its creative employee engagement initiatives.

It was therefore not a surprise that the tech firm won the gold award for Excellence in Employee Engagement at the HR Excellence Awards 2015 .

The company takes pride in focusing on improving its employees’ health and wellness while creating an innovative and family-oriented work environment, integrating strong collaboration across different departments.

It organises fun events and activities to engage not only employees but also their family members. (Family day, where Yahoos bring their families to office, is an example.)

Well-being programmes for employees include stress management workshops, health talks, screenings and free flu shots.

Yahoo’s VP for HR in APAC, Vineet Gambhir, believes all engagement programmes should be built on the basis of respect.

“Engagement initiatives are like the different rooms of the house—some initiatives target specific audience and different initiatives have different objectives and end outcomes,” he said.

“Respect on the other hand is universal - it applies to everyone. Everyone deserves, wants and is motivated by respect. Respect is what employees work for and respect is what they seek in their next career move. The job title change, salary change, responsibilities are all manifestations of a need for respect. The common underlying universal principle is respect.”

ALSO READ: Singapore’s top employee engagement programmes

The firm has a core team called the Singapore Catalysts who help drive new initiatives in the office -- anything around office improvements like getting new facilities and creating new spaces, to arranging a fitness week with a local gym.

The HR team worked closely with SG Catalysts in 2015, to plan its bowling event ‘This is how we roll’ and Family Day at the zoo ‘Zoomanji’.

The deep engagement and sense of solidarity was reflected in Yahoo Singapore’s high engagement score in the company’s global internal engagement survey for 2014.

“Respect your ex and prospective employees the same way as your current employees. Respect your new employee the same way as your longest tenured employee,” Gambhir says.

“Respect your bottom performer the same way as your top employee. Respect your employee regardless of grade level or title. Respect does not have boundaries. It must be part of the DNA. True boundary less respect is what employee engagement is all about.”

Moving forward, the SG HR team plans to create an APAC-wide engagement framework to align Yahoo in all its APAC locations.

This will allow all its APAC employees to have a common engagement experience that they can share as they continue to work more cross functionally and on cross border projects.

This case study is one of the four best practice cases included in the Employee Engagement feature – other organisations include the National Kidney Foundation and SABIC.

For a step-by-step guide to implementing an effective employee engagement strategy and to have a look at the other case studies, read the full feature here .

Image: Shutterstock

Follow us on Telegram and on Instagram @humanresourcesonline for all the latest HR and manpower news from around the region!

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The most-read case studies of 2021, and the profs who wrote them.

Debapratim Pukayastha of ICFAI Business School in India topped the Case Centre’s list of the world’s top case studies for the sixth straight year. Sadly, Pukayastha passed away in May from Covid-19.

Harvard Business School, which invented both the first MBA program and the business case method, remains king of the case study 100 years later, according to the latest international ranking of case authors.

The Case Centre, a nonprofit that distributes the largest collection of management case studies to business schools across the world, today (October 25) unveiled its 2020-21 Top 50 Bestselling Case Authors. HBS had more case authors (nine) on the list than any other business school. However, ICFAI Business School in India was close behind with seven authors, including all three top individual spots. INSEAD had four authors in the top 10, while Harvard has two top-10 authors.

Case studies, which use real-life problems faced by business executives, are still one of the most widely used education tools for MBA students across the globe. More than 8,800 faculty are registered as authors with The Case Centre. This year’s list of best-selling cases includes each author’s top-selling cases — and though MBA students may not recognize the names of a case study’s author, the titles are more likely ring a bell.

SIX YEARS AT NO. 1, BUT A POSTHUMOUS HONOR

Debapratim Pukayastha of ICFAI Business School (IBS) in India topped the Case Centre’s list of bestselling authors for the sixth straight year. He has earned the distinction every year since the Case Centre began issuing yearly awards for case writing. But this year’s award was a bittersweet honor, as Pukayastha passed away in May from Covid-19.

“Selling over 100,000 copies from an extensive back catalogue of cases since the list was introduced in 2016, Debapratim’s undoubted impact on the case method and management education will live on for years through the many case authors and teachers he has inspired,” the Case Centre announced, “and the vast number of students whose education has been enhanced by learning through his cases.”

Among Pukayastha’s best-selling cases are an examination of safety lapses at a BP oil refinery in Texas City that led to one of the most serious workplace accidents in U.S. history; a case looking at Netflix’s leveraging of Big Data to predict hits; and a case examining how Procter & Gamble develops new products. Besides his annual plaudits for bestselling case, he also won the Case Centre’s Outstanding Contribution to the Case Method Award in 2015, 2018, and 2019.

“I believe that one can be a good teacher without being a good case writer, but it’s not possible to be a good case writer without being a good teacher,” Pukayastha wrote in an author profile on the Case Centre website . “However, I have also found that regularly writing cases can greatly improve classroom teaching. Case writing can be a lonely activity and even hard work, but if you have the passion, it’s worth it! It means you can have a positive impact in classrooms around the world where your case is taught.”

This infographic from The Case Centre shows the key demographic trends in the 2020/21 Top Bestselling Case Authors ranking. Courtesy Case Centre

WHERE TO TOP B-SCHOOL CASE STUDIES COME FROM

The UK- and U.S.-based Case Centre has released its bestselling case author list every year since 2016, ranking authors whose cases have sold the most copies during the previous academic year. This year, it raised the number of bestselling authors from 40 to 50.

Of this year’s list, authors came from 19 different business schools in nine separate countries. That includes 42% each from Europe and the United States, and 16% from Asia.

“As the list increases from 40 to 50, we see a change in the geographic dynamics,” the nonprofit announced. “European and U.S. schools each have a 42% share of the 2020/21 Top 50, down from 45% in 2019-20. While the representation of schools in Asia rises to 16%, up from 10% last year.”

Eighteen percent of the authors are women while 82% are men. While the list does not break down bestselling cases by the race, ethnicity or gender of its protagonists, finding case studies that represent the increasing diversity of business students (and in business executives) has been an ongoing concern for many B-schools’ diversity, equity, and inclusion efforts. For example, Harvard Business School published more than 70 cases with Black or African-American protagonists this past year after long-standing criticism that its studies ignored Black business leaders, according to a Poets&Quants article published in June .

It also produced 90 cases featuring Hispanic, Asian or Asian-American/Pacific Islander, or Native-American protagonists. HBS faculty write about 400 case studies per year.

“Our students are right that protagonist diversity matters,” Jan Rivkin, HBS senior associate dean and chair of the MBA program, said in June . “By studying cases with a wide diversity of protagonists, students learn that talent and leadership come from all backgrounds and identities. If students don’t understand that, they’ll worsen inequities, miss out on opportunities for themselves, and miss chances to create opportunities for others.”

DEBUT AUTHORS EARN TOP SPOTS

ICFAI Business School also had the No. 2 and No. 3 authors, and both are new entrants to the Case Centre’s list.

Second-ranked author Indu Perepu is an assistant professor specializing in human resource management. Her best-selling cases include “Airbnb: A Disruptive Innovator” and “Snapchat Turns Down Facebook’s Acquisition Offer.”

“What makes the case study method even more meaningful is that in developing countries like India where teaching through cases is picking up, case studies help the students with limited international exposure to learn intricately about multinational corporations and the world’s largest companies,” Perepu says.

Third-ranked author Syeda Maseeha Qumer is an assistant professor specializing in business strategy. For her top-selling cases, she looked at the integrated marketing strategy of HBO’s Game of Thrones and the impact of conflict palm oil on deforestation, human rights violations, and climate pollution, and PepsiCo’s use of it in its products.

“Case-based learning is unmatched in its ability to engage students and teach essential concepts that are relevant to practicing managers,” Qumer says. “Innovation in the case method is essential to enliven any classroom and to obtain better learning outcomes. I have always endeavored to develop diverse cases on contemporary issues that offer students an opportunity to explore complex real-world management challenges in the classroom, allowing them to assess their decision-making skills before taking the plunge into the corporate world.”

France’s ESSEC Business School had the top climbing author, Ashok Som , who moved up 26 places to No. 11 from last year’s ranking.

See the full list of this year’s case-writing winners on page 2, including links to their bios.

Harvard Business School is the home of the business case study. Once again it is also where most of the top-ranked cases were written in 2021

Beyond its ranking of case study authors, the Case Centre trains faculty in using case studies in B-school education, runs international case competitions and offers scholarships to unpublished case writers and teachers. Membership includes more than 500 business schools and organizations around the world.

See its full release and read about other best-selling authors here .

1. The Top 50 Bestselling Case Authors 2020/21 – full list

1 Debapratim Purkayastha , ICFAI Business School (IBS) 2 Indu Perepu , ICFAI Business School (IBS) 3 Syeda Maseeha Qumer , ICFAI Business School (IBS) 4 W Chan Kim , INSEAD (joint) 4 Renée Mauborgne , INSEAD (joint) 6 Joerg Niessing , INSEAD 7 Christopher A Bartlett , Harvard Business School 8 Wolfgang Ulaga , INSEAD 9 David B Yoffie , Harvard Business School 10 Nader Tavassoli , London Business School 11 Ashok Som , ESSEC Business School 12 Jill Avery , Harvard Business School 13 Kamran Kashani , Institute for Management Development (IMD) 14 Youngme Moon , Harvard Business School 15 Kasra Ferdows , McDonough School of Business, Georgetown University 16 John A Quelch , Miami Business School 17 David Dubois , INSEAD 18 Carlos Cordon , Institute for Management Development (IMD) 19 Michael Lewis , University of Bath School of Management (joint) 19 Jose A D Machuca , Universidad de Sevilla (joint) 21 David J Collis , Harvard Business School 22 Pierre Chandon , INSEAD 23 Mohanbir Sawhney , Kellogg School of Management 24 Robert F Bruner , University of Virginia Darden School of Business 25 Denis Gromb , HEC Paris 26 Urs Mueller , SDA Bocconi School of Management 27 Vivek Gupta , TechSci Research 28 Jamie Anderson , Antwerp Management School 29 Benoit Leleux , Institute for Management Development (IMD) 30 Sanjib Dutta , ICFAI Business School (IBS) 31 Vincent Dessain , Harvard Business School 32 GV Muralidhara , ICFAI Business School (IBS) 33 Jitesh Nair , ICFAI Business School (IBS) 34 Michael J Schill , University of Virginia Darden School of Business 35 Elizabeth Grasby , Ivey Business School 36 Horacio Falcão , INSEAD 37 Robert S Kaplan , Harvard Business School 38 Seán A Meehan , Institute for Management Development (IMD) 39 Herminia Ibarra , London Business School 40 Ian Dunn , Ivey Business School 41 Peter Killing , Institute for Management Development (IMD) 42 Stefan Michel , Institute for Management Development (IMD) 43 Jan W Rivkin , Harvard Business School 44 Inyoung Chae , Goizueta Business School, Emory University 45 Sean D Carr , University of Virginia Darden School of Business 46 James E Hatch , Ivey Business School 47 Thales Teixeira , Decoupling.co 48 Eric Van den Steen , Harvard Business School 49 V Namratha Prasad , ICFAI Business School (IBS) 50 P Fraser Johnson , Ivey Business School

DON’T MISS HOW TO REVIEW MBA CASE STUDIES LIKE AN EXECUTIVE and HARVARD BUSINESS SCHOOL FACULTY PUBLISHED 70 CASES WITH BLACK PROTAGONISTS THIS PAST YEAR

The post The Most-Read Case Studies Of 2021, And The Profs Who Wrote Them appeared first on Poets&Quants .

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Mayo615 Technology Partners Ltd

The Harder We Work The Luckier We Get

This week’s decision by Yahoo CEO Marissa Mayer is an excellent Human Resources case study, worthy of further analysis and debate by our HR students. Silicon Valley is reacting strongly this week to Yahoo CEO Marissa Meyer’s surprise ban on all telecommuting. The blogosphere is buzzing with posts about the new Yahoo policy, while the Huffington Post , and a host of other media outlets have also weighed in, most of it negative. The coup de grace was Gloria Steinem taking a very pointed swipe at Mayer during an interview on PBS Newshour last night. While affecting all Yahoo employees equally, it is being viewed as particularly insensitive to working women who need to balance their work and home lives. Mayer is herself a new mother, but she has exacerbated the negative reaction to her decision, by having a nursery built for her baby next to her office. Regardless of the justifications for the policy, it is unquestionably a Human Resources and Public Relations disaster for Yahoo, now being referred to as the Mayergate scandal on Huffington Post. Despite the furor, Yahoo Media Relations has been silent on the subject for at least three days. Yesterday, Yahoo finally released a brief statement that only served to make matters worse. Its stance, in essence: Don’t project your office culture issues on our company. “This isn’t a broad industry view on working from home — this is about what is right for Yahoo! “, right … Read more at http://www.onenewspage.com/n/Business/74vpdrsn6/Yahoo-Finally-Responds-To-Mayergate.htm#x9aqhHsQ43LWWdud.99 Others have also pointed out that Yahoo’s move against telecommuting has also potentially damaged their brand, and more importantly may seriously impair Yahoo’s efforts to recruit the “best and brightest” new employees, which Yahoo’s competitors, notably Google , who lost Mayer to Yahoo, will be likely to pounce on. There has been a minority of comment in favor of Mayer’s ban on telecommuting, which is worth noting. But without a doubt this is a great real-time opportunity for our HR students to debate this, and to continue to watch this as it unfolds. The best minority viewpoint comes from my long standing colleague and friend Geoff Moore on LinkedIn , author of numerous books on entrepreneurship and management. Geoff argues in his post, “Misunderstanding Marissa,” that “she had to do it!”

Read more : http://www.linkedin.com/today/post/article/20130227181132-110300724-misunderstanding-marissa As Geoff himself says , “What do you think?”

Post Author: David Mayes

Founder, Mayo615 Technology Partners Ltd., UBC adjunct faculty, Intel alumnus, technology assessment, international business, cleantech, fly fisherman, native Californian and citizen of France, who has been very fortunate to have traveled, lived and worked all over the globe. My wonderful wife, Isabelle has reintroduced me to my French Provençal heritage.

3 Replies to “Yahoo HR Case Study: CEO Marissa Mayer Ban On Telecommuting”

I’m a UBCO/OC management and hr graduate David – my take on this is that Marissa is correct; having said that I am a huge proponent in working from home. I read an insightful article about this uproar which thoroughly looked the at situation and concluded that, for a culture in trouble (in this case lacking big ideas/innovation) it’s damn tough if not impossible to retrench with much of your team on a conference call. Cultures are built in person and I would be the first to speculate that if Marissa is successful in her short 5 year contract that she will re institute telecommuting. A more meaningful and lasting question may be whether or not cultures, once created in the founding teams vision are able to withstand working from abroad. Are the cultural issues at the root of yahoos performance in fact an effect of telecommuting in some way?

It certainly has been a lively debate on both sides. The debate has provided an excellent opportunity to think through all of the issues.

Pingback: » Blog Archive » Yahoo to You, Too: An Edict, a Trend or Just a PR disaster

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Yahoo’s Latest HR Disaster: Ranking Workers on a Curve

16 nov yahoo’s latest hr disaster: ranking workers on a curve.

Marissa Mayer at the TechCrunch Disrupt SF 2013 conference

By Joshua Brustein – businessweek.com

If Marissa Mayer is as good at identifying winning startups as she is at embracing contentious human resources practices, Yahoo! ( YHOO ) is going to be just fine. Several months after the great work-at-home kerfuffle of 2013, Yahoo employees were up in arms about a new policy that forces managers to rank employees on a bell curve, then fire those at the low end. According to AllThingsD, Marissa Mayer reportedly told Yahoo workers that the rankings weren’t mandatory, but many people disagree. The company hasn’t responded to a request for comment.

With its embrace of rankings, Yahoo has waded into the “ third rail of human resource management .” Forcing managers to rank their employees along a bell curve was popularized in the 1980s (thanks, Jack Welch), but lately it has fallen out of favor. The Institute of Corporate Productivity says the number of companies using either a forced ranking system or some softer facsimile is down significantly from previous years. Companies performing well were less likely to be using forced ranking systems than those that weren’t. Just over 5 percent of high-performing companies used a forced ranking system in 2011, down from almost 20 percent two years earlier.

Basically, many people have lost faith that ranking employees works, and some research suggests that employee performance doesn’t follow a bell curve at all. Instead, most people are slightly worse than average (PDF), with a few superstars. And while a bit of pressure can motivate people, constantly pitting employees against one another is terrible for morale. In a company that is going through layoffs, this gets worse over time (PDF), wrote several MIT professors in a study of forced rankings in 2006. “As the company shrinks, the rigid distribution of the bell-curve forces managers to label a high performer as a mediocre. A high performer, unmotivated by such artificial demotion, behaves like a mediocre.”

This can have a particularly bad impact on innovation, arguably the thing Yahoo most needs now. When employees worry about being ranked at the bottom of the pile, they take fewer risks, said Cliff Stevenson, who studies workforce issues for i4cp.

However, rankings also suggest increased data about employees, which plays into Silicon Valley’s weakness for hard numbers. In Stevenson’s study, tech companies were over three times as likely to implement a forced ranking system than the respondents overall—although he cautioned that the sample size was too small to make any authoritative declarations.

The continued appeal is largely that rankings appear to take the “human” out of human resources. Rigidly formatted evaluations generate a stockpile of crunchable information that can be used to run various types of systematic analyses. Even this will work only if the seemingly objective information is valid. Stevenson has his doubts.

“Inherently the problem in ranking is that, unless it’s based purely on objective data—which you rarely see outside of a call center, it brings in a human element. There’s no way to data-fy that,” says Stevenson. In other words, managers’ prejudices and stray opinions get transformed and codified in what appears to be raw data. This seems to be one of the specific complaints being made by Yahoo employees: The rankings are both high-stakes and completely arbitrary.

As the techies say , garbage in, garbage out.

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Yahoo! Inc: Workforce Planning Analysis Case Study

Introduction, company history, gap analysis, swot analysis, summary and conclusion.

The influence of an organization’s workforce on its general performance makes it necessary for executives to ensure the selection and strategic positioning of its employees. The competitive nature of the environment wherein organizations operate requires a continuous change in the strategic positioning of the organization’s workforce. Influential and successful companies usually consider the internal and external factors influencing their organization when developing workforce planning strategies. To understand the concept of strategic workforce development, it is important to consider the workforce strategy applied by an established organization. This paper focuses on analyzing the workforce planning strategy implemented by Yahoo! The paper is divided into three parts. The first part of the paper presents a GAP analysis of Yahoo!’s human resource strategy; the second section of the paper presents a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis about Yahoo!’s workforce management; and the third part analyzes the influence of the two examinations on Yahoo!’s current and potential employee performance efficiency.

Yahoo! Inc. was established in 1994 by two Jerry Yang and David Filo, both Stanford Ph.D. students. The company has grown to become the biggest internet-based network and integrated services provider and has more than 800 million users globally (Friesner, 2014). Yahoo! currently has a presence in over twenty regions and markets globally and is most popular for its search engine and numerous other services, such as electronic mail, finance, social media, advertising, etc.

The company was established as a personal online directory by two Ph.D. students of Stanford University. The founders became aware of the prospect of generating funds from the website by permitting firms to market their services on their online catalog. In a short while, Yahoo became popular enough to catch the attention of a major investment organization, Sequoia capital. Sequoia offered the much-required capital to the company, and Tim Koogle, an executive of Motorola was employed as the CEO of the company. His outstanding management abilities and foresight ensured Yahoo!’s success. The company’s share price grew from $5 per share to nearly $244 a share by 1999 (Burnham, 2014). Nonetheless, inspired by the exceptional leadership that Yahoo! enjoyed during its early days, the company over the past years appears to be losing market share to its arch-rival Google Inc.

Google has been performing better than Yahoo in the past many years now, gaining shares in the market share and expanding its consumer base manifolds. In the last years, however, Yahoo! Inc. has made considerable changes in its goals, strategic approach and to its internal, external environment and approach to boost its delivery and recover lost advantage to its major rival, Google.

A gap analysis is an analytic comparison of the current position or performance of an organization, with the potential performance of the organization. Gap analysis seeks to identify the potential of a company that is yet to achieve based on the resources currently in the company’s possession.

Yahoo! is yet to record any financial growth in the last number of years. Marisa Mayer became the Chief Executive Officer of Yahoo! in July 2012. In terms of profitability, Yahoo! has not performed effectively. In the last four quarters, Yahoo! has not recorded any notable improvement in its income and has reported a reduction in its operating profitability owing to an increase in non-recurring expenditure (Yahoo Income Statement, 2013). Nevertheless, since Marissa Mayer became the new CEO of the company in 2012, she has launched a new strategic approach of expanding the company through mergers and acquisitions and by taking other significant decisions. The strategic move by Yahoo to employ two executive staff of rival companies is an indication of Yahoo!’s understanding of the significance of the competition posed by other companies in the online business industry. This move has resulted in a more proactive senior management team. Recently, Yahoo!’s CEO, Marissa Mayer traded part of Yahoo!’s stake in Chinese online marketplace, Alibaba, and used parts of the proceeds to purchase BrightRoll, an online-based video advertising company. She explains that the deal will lead to a dramatic rejuvenation of Yahoo!’s video advertising market (Yahoo! seals first major deal since Alibaba windfall, 2014).

It is obvious that Yahoo! is better positioned in its internal environment than its external environment. To improve its external positioning, Yahoo! needs to improve its brand and assets to increase its market share and its general performance. In 2012, Yahoo! decided to call all remote employees back to the office. This resulted in the company shedding 14% of its workforce. This strategy was the beginning of Yahoo!’s refocusing of its activities towards its core competencies, which include solution innovation and expansion.

While Yahoo! currently understands its position in the online business market, the company needs to consider other characteristic features of the company before rolling out new strategies. A SWOT analysis is an effective tool used to present a picture of the organization both externally and internally.

A SWOT analysis is a review of the strengths, weaknesses, opportunities, and threats of an organization. For this report, the SWOT analysis is related to Yahoo!’s human resource management strategy.

One of the major strengths of Yahoo! is that it serves as a highly profitable online advertising venture. Yahoo! concentrates on affiliate marketing for major marketing accounts, similar to Google’s Adsense system. This serves as a major source of income for the company. Currently, more than 350 million people and businesses use Yahoo!’s services and systems. This positions Yahoo! as a formidable company in the industry. Yahoo! has been reported as the most known website globally (Burnham, 2014). Yahoo! initially employed numerous employees and allowed them to work remotely from their homes, which meant that employees had to manage their work habits and general work behavior. The results were disadvantageous for the company as indicated by its ban on remote employment. Considering the number and diversity of Yahoo! users, the company needs to ensure a unified working policy that allows users to get the same user experience and service opportunities. Yahoo! also has a considerably high level of employee diversity, which serves as an advantage to the company. Considering that Yahoo!’s users come from various parts of the world, the company must have a culturally diverse workforce. The high rate of employee diversity in Yahoo! enables the company to attend to users that cut across different demographic areas.

Opportunities

Yahoo! has tremendous opportunities in the global market. Google, Microsoft, and Yahoo!, are currently buying over various small business ventures within and around Asia. China’s citizens are more than 1.2 billion and other countries, such as India, provide remarkable expansion opportunities. The creation of Yahoo!’s Directory has prospects for new business and revenue generation sources. Over 30% of the companies in Europe, Japan, and North America are SMEs, which are all prospective directory marketers. Mobile tools provide another prospect for Yahoo!. Currently, the internet is accessed using computers however in the future the internet will be accessed majorly using mobile phones, TVs, PDAs, portable music recorders, etc. The future mobile gadgets will require solutions and services and Yahoo! will be efficiently positioned to offer numerous solutions. Yahoo!’s initial employment approach gives it an edge in utilizing these opportunities since it allowed employees to work from any part of the world, which increased the company’s sources of information.

The major threat faced by Yahoo!, and all other internet-based companies, is the high rate of competition in the industry. Enormous profitability in the industry draws financiers, developers, and businesspersons. The dotcom buzz is still present and is presently more concentrated on profitability. Each service offered by Yahoo! has a competing product offered by either of its rivals, which include Google, Bing, AOL, etc. Global, culture particular rivals may affect Yahoo! eventually, except strategic partnerships are created. China and India have both developed dedicated search engines. It is, therefore, possible that users will prefer to use search engines that are based on their cultural and geographical dispositions instead of using Yahoo!, which is an American based organization. For Yahoo! to remain a global brand, it must offer different competitive benefits. The threats Yahoo! is faced with will be better appreciated if the situation is compared with the global auto market.

One of the major weaknesses faced by Yahoo! is that it finds it difficult to achieve differentiation. Yahoo! provides services and solutions that are usually provided by other competing organizations. For example, Yahoo!’s search engine solution is also provided by Google and MSN; Yahoo!’s free e-mail profiles are also provided by other competitors, such as Gmail (by Google) Hotmail (by MSN), AOL, etc.; Yahoo!’s news facility also faces high competition from BBC and CNN; Yahoo!’s shopping system faces high competition from eBay, Amazon (by Google), etc.

Internet-based advertising has offered a new source of revenue for Yahoo!, Google, MSN, and other online companies. Income from advertising actives has formed a major source of revenue for such organizations. Nevertheless, advancement in technology results in new unexpected advertising media, which make the future bleak for the various income sources. This weakness is not only experienced by Yahoo! but is also experienced by its rivals. One other source of income that has been important for Yahoo! is the partnership it develops with telecommunication companies. For instance, some telecommunication companies offer internet services that have dedicated fees for Yahoo! solutions. Any disadvantage faced by these telecommunication companies will lead to an automatic disadvantage in Yahoo!’s income stream.

The purpose of the paper was to present a workforce planning analysis applied by Yahoo! Inc. A workforce planning analysis reviews the strategy applies by a company to ensure that its human resources are well-positioned to respond to internal and external characteristics experienced by the company. Yahoo! Inc. is a major player in an industry that is characterized by a high level of competition. All the companies in the online business industry are exposed to significant competition and must promptly identify and respond to competition to remain competitive and profitable. A company will remain competitive in a highly competitive industry by employing a proactive workforce. Yahoo! understands the importance of a formidable workforce for effective competition. Yahoo!’s utilizes its workforce planning strategy to ensure that it attracts employees that know of competing organizations. Yahoo!’s choice of CEO and CFO in 2012 is evidence of the company’s understanding of the need to understand and respond to the strategies of the competitors in the industry it operates. Yahoo! hired two management staff from the executive team of its major rival, Google. This workforce planning strategy was developed as a direct response to Yahoo!’s declining sales and competitive position due to the high rate of competition it faced, especially from Google.

Even though it took a long time for the positive effects of this strategy to be felt, it appears as though the strategy is yielding positive results. Yahoo! recently purchased BrightRoll for $640 million. BrightRoll is reported to yield $100 million annually. This deal is expected to boost Yahoo!’s strength in the area of online video advertisement and increase its ability to compete with Google’s YouTube. While it is early to state the feasibility of Yahoo!’s workforce planning strategy, it is safe to conclude that the prospects of the strategy are positive. However, it is important that Yahoo! does not only apply a workforce planning strategy that reacts to the issues identified in the industry. Yahoo! should also seek a workforce planning strategy that is proactive and is developed based on anticipated events.

Burnham, K. (2014). Yahoo trumps google as most-visited website. Web.

Friesner, T. (2014). SWOT Analysis Yahoo! Web.

Yahoo Income Statement. (2013). Web.

Yahoo! seals first major deal since Alibaba windfall. (2014). Web.

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IvyPanda. (2024, February 10). Yahoo! Inc: Workforce Planning Analysis. https://ivypanda.com/essays/yahoo-inc-workforce-planning-analysis/

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IvyPanda . 2024. "Yahoo! Inc: Workforce Planning Analysis." February 10, 2024. https://ivypanda.com/essays/yahoo-inc-workforce-planning-analysis/.

1. IvyPanda . "Yahoo! Inc: Workforce Planning Analysis." February 10, 2024. https://ivypanda.com/essays/yahoo-inc-workforce-planning-analysis/.

Bibliography

IvyPanda . "Yahoo! Inc: Workforce Planning Analysis." February 10, 2024. https://ivypanda.com/essays/yahoo-inc-workforce-planning-analysis/.

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Cases in Human Resource Management

David Kimball - Elms College
Description

Cases in Human Resource Management provides students with insights into common challenges, dilemmas, and issues human resource managers face in the workplace. Using a wide variety of well-known companies and organizations, author David Kimball engages students with original, real-world cases that illustrate HRM topics and functions in action. Each case is designed to encourage students to find new solutions to human resource issues and to stimulate class discussion. Case questions challenge students to think critically, apply concepts, and develop their HRM skills. The contents are organized using the same topical coverage and structure as most HRM textbooks, making Kimball the ideal companion for any introductory HRM course.

See what’s new to this edition by selecting the Features tab on this page. Should you need additional information or have questions regarding the HEOA information provided for this title, including what is new to this edition, please email [email protected] . Please include your name, contact information, and the name of the title for which you would like more information. For information on the HEOA, please go to http://ed.gov/policy/highered/leg/hea08/index.html .

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May adopt as a supplementary Text in the future.

KEY FEATURES

Original case studies bring concepts to life through a number of well-known organizations, including Apple, Amazon, Google, LinkedIn, and Zappos.
Case questions require students to think critically about HR issues and apply HR concepts to each case.
An emphasis on important issues and current trends in HRM brings up key topics in the field such as state and federal minimum wage, succession planning, executive compensation, mindfulness, cyber attacks, CSR, and managing a multigenerational workforce.
A chapter on international HRM topics examines important issues like that of helping expatriates succeed.

Sample Materials & Chapters

Chapter 7: Training, Leading, Talent Management and Development

Chapter 16: Global Issues for Human Resource Managers

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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/

A Guide to Human Resource Management Software Solutions

Human resource management software, also known as HRMS or HRM software, is a comprehensive solution designed to streamline and optimize HR operations in organizations. With advances in HR technology, organizations can leverage HR software solutions to automate administrative tasks, organize employee data, and gain valuable insights through data-driven reports. HRMS technology has come a long…

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Employee Benefits
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Research: More People Use Mental Health Benefits When They Hear That Colleagues Use Them Too

Laura M. Giurge,
Lauren C. Howe,
Zsofia Belovai,
Guusje Lindemann,
Sharon O’Connor

A study of 2,400 Novartis employees around the world found that simply hearing about others’ struggles can normalize accessing support at work.

Novartis has trained more than 1,000 employees as Mental Health First Aiders to offer peer-to-peer support for their colleagues. While employees were eager for the training, uptake of the program remains low. To understand why, a team of researchers conducted a randomized controlled trial with 2,400 Novartis employees who worked in the UK, Ireland, India, and Malaysia. Employees were shown one of six framings that were designed to overcome two key barriers: privacy concerns and usage concerns. They found that employees who read a story about their colleague using the service were more likely to sign up to learn more about the program, and that emphasizing the anonymity of the program did not seem to have an impact. Their findings suggest that one way to encourage employees to make use of existing mental health resources is by creating a supportive culture that embraces sharing about mental health challenges at work.

“I almost scheduled an appointment about a dozen times. But no, in the end I never went. I just wasn’t sure if my problems were big enough to warrant help and I didn’t want to take up someone else’s time unnecessarily.”

Laura M. Giurge is an assistant professor at the London School of Economics, and a faculty affiliate at London Business School. Her research focuses on time and boundaries in organizations, workplace well-being, and the future of work. She is also passionate about translating research to the broader public through interactive and creative keynote talks, workshops, and coaching. Follow her on LinkedIn here .
Lauren C. Howe is an assistant professor in management at the University of Zurich. As head of research at the Center for Leadership in the Future of Work , she focuses on how human aspects, such as mindsets, socioemotional skills, and leadership, play a role in the changing world of work.
Zsofia Belovai is a behavioral science lead for the organizational performance research practice at MoreThanNow, focusing on exploring how employee welfare can drive KPIs.
Guusje Lindemann is a senior behavioral scientist at MoreThanNow, in the social impact and organizational performance practices, working on making the workplace better for all.
Sharon O’Connor is the global employee wellbeing lead at Novartis. She is a founding member of the Wellbeing Executives Council of The Conference Board, and a guest lecturer on the Workplace Wellness postgraduate certificate at Trinity College Dublin.

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Chronic wasting disease: Death of 2 hunters in US raises concerns of 'zombie deer'

The 2022 report of two hunters who developed neurological diseases after eating potentially infected deer meat has raised concerns 'zombie deer disease' could pass to humans as mad cow disease did..

Two hunters who ate meat from a population of deer known to have chronic wasting disease − or "zombie deer disease" − developed similar neurological conditions and died, raising concerns that it can pass from animals to humans.

Found in deer in northern Colorado and southern Wyoming in the 1990s, chronic wasting disease (CWD) has been recorded in free-ranging deer, elk and moose in at least 32 states across all parts of the continental U.S., according to the U.S. Centers for Disease Control and Prevention .

Deer infected with CWD may be called "zombie deer" because the disease leads to weight loss, lack of coordination, stumbling, listlessness, weight loss, drooling, and lack of fear of people.

The 2022 case did prove that CWD could infect humans. But scientists and health officials have been concerned that CWD could jump to humans as mad cow disease did in the United Kingdom in the 1990s . In 2022, scientists in Canada published a study, based on mice research, suggesting a risk of CWD transmission to humans .

Here's what you need to know about chronic wasting disease and whether you need to worry about it.

Researchers identify troubling case involving 2 deaths

Researchers at the University of Texas Health Science Center at San Antonio have reported how two hunters who ate venison from a deer population known to have CWD died in 2022 after developing sporadic Creutzfeldt-Jakob disease (CJD), which is a neurological disease like CWD.

The second man to die, who was 77, suffered "rapid-onset confusion and aggression," the researchers said, and died within a month despite treatment.

"The patient’s history, including a similar case in his social group, suggests a possible novel animal-to-human transmission of CWD," they wrote in the case report , which was presented earlier this month at the annual meeting of the American Academy of Neurology and published in the peer-reviewed journal Neurology.

The researchers did not say where the men lived or hunted. But the highest concentration of CWD-infected deer can be found in Kansas, Nebraska, Wisconsin and Wyoming, according to CDC and US. Geological Survey reports.

Because of the difficulty in distinguishing between the diseases, the researchers said the case does not represent a proven case of transmission. However, "this cluster emphasizes the need for further investigation into the potential risks of consuming CWD-infected deer and its implications for public health," they wrote.

'Zombie deer disease': What to know about chronic wasting disease and its spread in the US.

What is 'zombie deer disease'? What are prion diseases?

Also known as chronic wasting disease, "zombie deer disease" is a prion disease, a rare, progressive and fatal neurodegenerative disorder that affects deer, elk, moose and other animals, the CDC says.

In prion diseases, the abnormal folding of certain "prion proteins" leads to brain damage and other symptoms, according to the CDC. Prion diseases , which usually progress rapidly and are always fatal, can affect humans and animals.

Creutzfeldt-Jacob disease (CJD) and variant Creutzfeldt-Jacob disease (vCJD), which is a form of mad cow disease, are prion diseases found in people.

Mad cow disease is an example of a prion disease that can spread from cattle to humans, and some researchers have likened "zombie deer disease" to it.

For instance, with mad cow disease, it usually took four to six years from infection for cattle to show symptoms, according to the Food and Drug Administration . Deer may have an incubation period of up to two years before the onset of symptoms. So, the animals could have the disease but look normal until the onset of symptoms, such as weight loss, notes the U.S. Geological Survey .

The development of vCJD in humans in the wake of mad cow disease – its official name is bovine spongiform encephalopathy, or BSE – through eating meat from contaminated cattle has concerned scientists about the possible transmission of chronic wasting disease (CWD) to humans.

Can 'zombie deer disease' be transmitted to humans?

Even though there has been no known confirmed case of deer-to-human transmission of "zombie deer disease,' concerns have risen since officials found CWD in a dead deer in Yellowstone National Park in November.

"As of yet, there has been no transmission from deer or elk to humans," Jennifer Mullinax, associate professor of wildlife ecology and management at the University of Maryland, told BBC . "However, given the nature of prions, CDC and other agencies have supported all efforts to keep any prion disease out of the food chain."

Should CWD transmit to humans, it could create a "potential crisis" similar to what mad cow disease caused, Michael Osterholm, director of the Center for Infectious Disease Research and Policy at the University of Minnesota, told BBC .

"However, it’s important to note that BSE and CWD prions differ structurally, and we do not yet know whether the pathology and clinical presentation would be comparable if CWD transmission to humans were to occur," he said.

Meanwhile, chronic wasting disease continues to spread to more states; the most recent is Indiana. The disease was detected this month in a male white-tailed deer in the northeastern part of the state, which borders part of Michigan, where CWD had been detected earlier, according to the Center for Infectious Disease Research and Policy .

The U.S. Geological Survey updated its tracking of chronic wasting disease on Friday to include 33 states (adding Indiana), as well as four Canadian provinces and four other countries (Finland, Norway, Sweden and South Korea).

Contributing: Sara Chernikoff and Julia Gomez

Follow Mike Snider on X and Threads: @mikesnider & mikegsnider .

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This paper is in the following e-collection/theme issue:

Published on 2.5.2024 in Vol 26 (2024)

Using Large Language Models to Support Content Analysis: A Case Study of ChatGPT for Adverse Event Detection

Authors of this article:

Research Letter

Eric C Leas 1, 2 , MPH, PhD ;
John W Ayers 2, 3, 4 , MA, PhD ;
Nimit Desai 2 , BS ;
Mark Dredze 5 , PhD ;
Michael Hogarth 4, 6 , MD ;
Davey M Smith 3, 4 , MAS, MD

1 Herbert Wertheim School of Public Health and Human Longevity Science, University of California San Diego, La Jolla, CA, United States

2 Qualcomm Institute, University of California San Diego, La Jolla, CA, United States

3 Division of Infectious Diseases and Global Public Health, Department of Medicine, University of California San Diego, La Jolla, CA, United States

4 Altman Clinical Translational Research Institute, University of California San Diego, La Jolla, CA, United States

5 Department of Computer Science, Johns Hopkins University, Baltimore, MD, United States

6 Department of Biomedical Informatics, University of California San Diego, La Jolla, CA, United States

Corresponding Author:

Eric C Leas, MPH, PhD

Herbert Wertheim School of Public Health and Human Longevity Science

University of California San Diego

9500 Gilman Drive

Mail Code: 0725

La Jolla, CA, 92093

United States

Phone: 1 951 346 9131

Email: [email protected]

This study explores the potential of using large language models to assist content analysis by conducting a case study to identify adverse events (AEs) in social media posts. The case study compares ChatGPT’s performance with human annotators’ in detecting AEs associated with delta-8-tetrahydrocannabinol, a cannabis-derived product. Using the identical instructions given to human annotators, ChatGPT closely approximated human results, with a high degree of agreement noted: 94.4% (9436/10,000) for any AE detection (Fleiss κ=0.95) and 99.3% (9931/10,000) for serious AEs (κ=0.96). These findings suggest that ChatGPT has the potential to replicate human annotation accurately and efficiently. The study recognizes possible limitations, including concerns about the generalizability due to ChatGPT’s training data, and prompts further research with different models, data sources, and content analysis tasks. The study highlights the promise of large language models for enhancing the efficiency of biomedical research.

Introduction

Biomedical text analysis is commonly burdened by the need for manual data review and annotation, which is costly and time-consuming. Artificial intelligence (AI) tools, including large language models (LLMs) such as ChatGPT (OpenAI) [ 1 ], could reduce this burden by allowing scientists to leverage vast amounts of text data (including medical records and public data) with short written prompts as annotation instructions [ 2 ]. To explore the potential for AI-assisted annotation, we evaluated whether ChatGPT could replicate human identification of adverse events (AEs) about a cannabis-derived product (delta-8-tetrahydrocannabinol) reported in social media posts [ 3 ]. AE detection requires reviewing a large amount of unstructured text data to flag a tiny fraction of AE reports, making it an ideal application for AI-assisted annotation [ 4 ].

To reduce selective reporting bias, we replicated a peer-reviewed publication, wherein human annotators identified AEs in 10,000 randomly sampled, publicly available posts from a delta-8-tetrahydrocannabiol social media forum (Reddit’s r/delta8) [ 3 ]. Human annotators identified potential AE reports (yes or no) and whether the AE was serious according to 6 Food and Drug Administration MedWatch categories (eg, hospitalization) [ 5 ].

ChatGPT (gpt-3.5-turbo-0613) was set to the default settings ( Temperature =1, Top P =1, Max token limit =1700, Frequency Penalty =0, and Presence Penalty =0); given each Reddit post; and asked to reference annotation instructions identical to those given to human annotators, except for a minor modification for result formatting (ie, requested codes in a comma-delimited format; Multimedia Appendix 1 ). Since ChatGPT was treated as an additional annotator, we compared ChatGPT’s responses with human annotations using the traditional method for assessing interrater reliability rather than statistics for assessing classifiers (eg, F 1 -score). Thus, we calculated absolute agreement and prevalence- and bias-adjusted Fleiss κ statistics for any AEs, serious AEs, and each MedWatch category of serious AEs [ 6 ]. Analyses were computed with R statistical software (version 4.3.1; R Core Team).

Ethical Considerations

This study was exempted by the University of California San Diego’s human research protection program because the data were public and nonidentifiable (45 CFR §46).

ChatGPT returned misformatted responses (eg, including the text “adverse event” instead of the requested “0” or “1”) in 35 (0.35%) of 10,000 instances. All misformatted responses were interpretable and resolved through normal data-cleaning methods (eg, rule matching). Example posts along with their labels are shown in Table 1 . ChatGPT and human annotators agreed on 94.4% (9436/10,000) of labels for any AEs (κ=0.95) and 99.3% (9931/10,000) of labels for any serious AEs (κ=0.96; Table 2 ). For serious AEs, the lowest agreement was 99.4% (9939/10,000) for “other” serious (but undefined) outcomes (κ=0.98). All specifically defined outcomes (eg, hospitalization) achieved 99.9% (≥9986/10,000) agreement (κ=0.99).

a Serious adverse events were defined using the Food and Drug Administration MedWatch health outcome categories, which include life-threatening; hospitalization; disability or permanent damage; congenital anomaly or birth defect; required intervention to prevent permanent impairment; or other serious event.

a Prevalence- and bias-adjusted Fleiss κ.

b A composite of any of the 6 adverse event outcomes.

c N/A: not applicable (κ could not be calculated due to no events being found by human annotators).

ChatGPT demonstrated near-perfect replication of human-identified AEs in social media posts using the exact instructions that guided human annotators. Despite significant resource allocation, automating AE detection has seen limited success. Many studies (eg, social media studies) often omit performance metrics such as agreement with ground truth altogether [ 7 ]. The LLM and prompt used outperformed the best-performing specialized software for detecting AEs from text data (agreement=94.5%; κ=0.89), which relied on structured and human-curated electronic discharge summaries [ 8 ].

We note a few limitations. First, we did not have any measures from the replicated study to estimate time or cost savings attributable to using an LLM. However, these savings would be considerable. If a human annotated 1 post/min, the replicated study’s estimated completion time would be 166.6 hours (10,000 posts × 60 posts/h), or 20.8 workdays. Conversely, assuming ChatGPT annotated a post in 2 seconds [ 9 ], it would take 5.6 hours with no human effort. Second, the social media data analyzed may be included in ChatGPT’s underlying training data, potentially inflating the accuracy reported herein and reducing generalizability. Third, our goal was to replicate human annotation using the exact codebook that trained human annotators and default settings of ChatGPT-3.5-turbo. Although this alone showed promise, further improvements to the prompt, different models (GPT-4 or Llama-2), or alternative model parameter specifications may improve the accuracy. Finally, we only assessed 1 application of an LLM for biomedical text analysis; inaccuracy and label bias may exist in other settings. Further research is needed to capture process outcomes (eg, time savings), apply LLMs to traditional biomedical data (eg, health records), and address more complex methods of annotation (eg, open coding).

While acknowledging its limitations, this case study demonstrates the potential for AI to assist researchers in text analysis. Given the demand for annotations in biomedical research and the inherent time and cost constraints, adopting LLM-powered tools could expedite the research process and consequently scientific discovery.

Acknowledgments

This work was funded by grant K01DA054303 from the National Institute on Drug Abuse, the Burroughs Wellcome Fund, and the National Institutes of Health (UL1TR001442). The study sponsors took no part in the study design; collection, analysis, and interpretation of data; the writing of the manuscript; or the decision to submit the manuscript for publication.

Data Availability

The corresponding data for the study are available on the first author’s website [ 10 ].

Conflicts of Interest

ECL has received consulting fees from Good Analytics. JWA owns equity in Health Watcher and Good Analytics. ND has received consulting fees from Pearl Health. MD owns equity in Good Analytics and receives consulting fees from Bloomberg LP. MH advised LifeLink, a company that developed a health care chatbot, between 2016 and 2020, and maintains an equity position in the company. DMS reports paid consulting for Bayer, Arena Pharmaceuticals, Evidera, FluxErgy, Model Medicines, and Linear Therapies.

Prompt used to train ChatGPT.

ChatGPT. OpenAI. URL: https://chat.openai.com/ [accessed 2024-04-25]
Lee P, Goldberg C, Kohane I. The AI Revolution in Medicine: GPT-4 and Beyond. London, UK. Pearson; 2023.
Leas EC, Harati RM, Satybaldiyeva N, Morales NE, Huffaker SL, Mejorado T, et al. Self-reported adverse events associated with ∆8-tetrahydrocannabinol (delta-8-THC) use. J Cannabis Res. May 23, 2023;5(1):15. [ FREE Full text ] [ CrossRef ] [ Medline ]
Sarker A, Ginn R, Nikfarjam A, O'Connor K, Smith K, Jayaraman S, et al. Utilizing social media data for pharmacovigilance: a review. J Biomed Inform. Apr 2015;54:202-212. [ FREE Full text ] [ CrossRef ] [ Medline ]
MedWatch: The FDA Safety InformationAdverse Event Reporting Program. US Food and Drug Administration. Sep 15, 2022. URL: https://www.fda.gov/safety/medwatch-fda-safety-information-and-adverse-event-reporting-program [accessed 2023-01-03]
Byrt T, Bishop J, Carlin JB. Bias, prevalence and kappa. J Clin Epidemiol. May 1993;46(5):423-429. [ CrossRef ]
Pierce CE, Bouri K, Pamer C, Proestel S, Rodriguez HW, van Le H, et al. Evaluation of Facebook and Twitter monitoring to detect safety signals for medical products: an analysis of recent FDA safety alerts. Drug Saf. Apr 2017;40(4):317-331. [ FREE Full text ] [ CrossRef ] [ Medline ]
Melton GB, Hripcsak G. Automated detection of adverse events using natural language processing of discharge summaries. J Am Med Inform Assoc. 2005;12(4):448-457. [ FREE Full text ] [ CrossRef ] [ Medline ]
OpenAI API and other LLM APIs response time tracker. GPT for Work by Talarian. URL: https://gptforwork.com/tools/openai-api-and-other-llm-apis-response-time-tracker [accessed 2024-03-13]
Leas E. Publication data. Eric Leas. URL: https://www.ericleas.com/datasets [accessed 2024-04-29]

Abbreviations

Edited by Q Jin; submitted 06.09.23; peer-reviewed by Y Li, T Wang, L Zhu, A Khosla; comments to author 10.03.24; revised version received 14.03.24; accepted 28.03.24; published 02.05.24.

©Eric C Leas, John W Ayers, Nimit Desai, Mark Dredze, Michael Hogarth, Davey M Smith. Originally published in the Journal of Medical Internet Research (https://www.jmir.org), 02.05.2024.

This is an open-access article distributed under the terms of the Creative Commons Attribution License (https://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work, first published in the Journal of Medical Internet Research, is properly cited. The complete bibliographic information, a link to the original publication on https://www.jmir.org/, as well as this copyright and license information must be included.

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Recruitment of volunteers will be competitive. A maximum of 450 children aged 12 to 17 years inclusive will be screened in the study, of which it is planned to include and randomize 300 children who meet the criteria for inclusion in the study and do not have non-inclusion criteria, data on which will be used for subsequent safety and immunogenicity analysis.
Banning Flexible Work Options: Yahoo's New Controversial HR Policy
Yahoo appointed its head for global media business, Ross Levinsohn, as its interim CEO till they found a new CEO. Later, in July 2012, Yahoo's board appointed Mayer as its new CEO on the recommendation of the CEO search committee appointed by it. ... Case Studies in Human Resource Management Volume V. Case Study Volumes Collection : Case ...
Water
Water availability is a local issue of growing importance in Mediterranean areas where water scarcity linked to climate change and population growth is already leading to increased competition for this resource. This study is aimed at the following: (i) assessing the water-related environmental impacts (water use, freshwater ecotoxicity and eutrophication, marine eutrophication, acidification ...

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Cases in Human Resource Management

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For instructors

A Guide to Human Resources Management Case Studies

Key Takeaways:

The Changing Landscape of HRM

The Importance of Effective HR Strategies

Case Studies: Success Stories in HR Management

The Impact of Strategic HR Practices

Fundamental Concepts of HR Management

Definitions and Clarifications

Inspiring Quote

Key Definitions

Skills and Competencies in HR Management

1. Integrity

2. Flexibility

3. Resilience

4. Proactivity

Employee Motivation and Engagement

Motivation through Recognition

Professional Development and Growth

Well-being Initiatives

Effective Communication

Strategies for Effective HR Management

Recruitment and Selection

Leveraging HR Technology

Case Study 1: Enhancing Recruitment with HRIS

Case Study 2: Optimizing Performance Management with Talent Management Software

Case Study 3: Leveraging Data Analytics for Strategic Decision-Making

Diversity and Inclusion in HR Management

Case Study 1: XYZ Company

Case Study 2: ABC Corporation

Adapting HR Practices in Times of Crisis

The Importance of Flexibility

The Power of Resilience

Proactive Planning for Future Crises

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