Case 1: Recruitment Challenge at a Rural Hospital
Aditya Birla Hospital (located in a rural area) is facing difficulty hiring skilled
nurses and lab technicians. Despite multiple recruitment drives, applications
are low. The current HR Manager is under pressure to maintain staffing
standards.
Q1: Identify the HR problem.
Q2: Suggest possible recruitment strategies.
Q3: What role can employee referral and local engagement play?
**Case Summary**:
Aditya Birla Hospital in a rural area struggles to recruit skilled nurses and lab
technicians. Despite multiple drives, the response is poor, leading to staffing
shortages.
**Q1: Identify the HR problem.**
- Low recruitment effectiveness in a rural setting
- Inability to attract skilled professionals
- Possible lack of employer branding or outreach
**Q2: Suggest recruitment strategies.**
- Partner with nearby nursing and paramedical institutes for campus
recruitment
- Offer rural allowances, relocation assistance, and housing
- Use social media and job portals to widen the candidate pool
- Introduce employee referral programs with incentives
**Q3: Role of employee referral and local engagement**
- Referral hiring can build trust and improve retention
- Engage with local communities, hold career awareness sessions
- Encourage local talent by offering training and skill development
Case 2: Conflict in a Sales Team
A conflict has arisen between senior and newly hired sales executives. The
seniors feel the freshers are given easier targets and incentives. This has
impacted team morale and productivity.
Q1: Identify the issue.
Q2: Apply Conflict Management strategies.
Q3: How can HR promote team cohesion?
**Case Summary**:
Senior salespeople feel freshers are given easier targets, leading to jealousy
and poor team dynamics.
**Q1: Identify the issue.**
- Perceived bias in target allocation
- Lack of transparent communication
- Reduced team morale and internal conflict
**Q2: Apply Conflict Management strategies.**
- Use collaborative style: Hold a team meeting to clarify target allocation
logic
- Encourage open communication
- Involve both senior and junior staff in sales strategy discussions
**Q3: How can HR promote team cohesion?**
- Team-building exercises and joint performance-based incentives
- Regular feedback sessions
- Recognize both individual and team achievements
Case 3: POSH Compliance Failure
A junior employee in a digital marketing firm complained about inappropriate
behavior by her team leader. The company lacks an Internal Committee (IC)
as per the POSH Act.
Q1: Highlight the HR/legal issue.
Q2: What steps should HR take immediately?
Q3: How can the company prevent such issues?
**Case Summary**:
A junior female employee reports harassment, but the company lacks an
Internal Committee as required under the POSH Act.
**Q1: Highlight the HR/legal issue.**
- Non-compliance with the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
- No Internal Committee, which is mandatory
**Q2: Steps HR should take immediately:**
- Form an Internal Committee with at least one external female member
- Provide the complainant with support and ensure confidentiality
- Begin an unbiased inquiry and follow due process
- Suspend the accused during the investigation if required
**Q3: Prevention methods:**
- Regular POSH training for all staff
- Display POSH policy prominently
- Encourage a respectful workplace culture
Case 4: Performance Appraisal Bias
During annual reviews, it is observed that appraisals favor employees close
to the manager. Many competent employees feel demotivated and start
looking for new jobs.
Q1: What is the problem?
Q2: What are the effects of appraisal bias?
Q3: Suggest a fair performance appraisal method.
**Case Summary**:
Employees close to the manager get better appraisals. Others feel
demotivated and consider quitting.
**Q1: What is the problem?**
- Biased appraisals affecting motivation and retention
- Lack of transparency in evaluation criteria
**Q2: Effects of appraisal bias:**
- Decreased job satisfaction
- Low morale and possible increase in attrition
- Erosion of trust in leadership
**Q3: Suggest a fair appraisal method:**
- 360-Degree Feedback System
- Clear Key Performance Indicators (KPIs) with documentation
- Use of self-appraisals and peer reviews
- Calibration meetings to align ratings across departments
Case Study 5: High Employee Turnover in a Call Center
A call center company in Pune is experiencing a high turnover rate among
customer service executives. Exit interviews reveal dissatisfaction with long
working hours, night shifts, and limited growth opportunities.
Q1: Identify the HR problems.
High attrition rate
Work-life imbalance due to night shifts
Lack of career progression
Q2: Suggest strategies to reduce turnover.
Introduce rotational shifts and flexibility
Career path planning with training and promotions
Offer incentives like transportation and food allowances
Conduct employee engagement activities and wellness programs
Q3: What can HR do to improve job satisfaction?
Regular feedback collection
Acknowledge and reward performance
Provide clear communication of growth opportunities
Implement mentorship programs
Case Study 6: Resistance to Training
A manufacturing company introduces a new ERP software and organizes
training sessions. However, most employees, especially those above 40,
resist attending the sessions, citing difficulty in learning new technology.
Q1: Identify the core HR issue.
Resistance to change due to fear and lack of confidence
Lack of proper communication and motivation
Q2: How should HR handle the situation?
Organize awareness sessions explaining the benefits of the ERP system
Arrange hands-on, small-group training with tech support
Use a buddy system – pair experienced employees with younger tech-savvy
staff
Offer certificates or incentives for completing training
Q3: Long-term HR strategy for handling tech changes?
Promote a culture of continuous learning
Integrate digital skills in recruitment and development programs
Regular upskilling workshops for all age groups
Case Study 7: Gender Diversity in Leadership
A retail company has 70% female employees, but no women in senior
leadership roles. Internal reports show women are not applying for
managerial positions due to family responsibilities and lack of support.
Q1: What are the key HR concerns?
Lack of gender diversity in leadership
Barriers to career advancement for women
Absence of family-friendly policies
Q2: HR strategies to encourage women’s leadership:
Introduce leadership development programs for women
Offer mentorship, sponsorship, and skill-building workshops
Implement flexible working hours and remote work options
Provide crèche facilities and parental leave benefits
Q3: How can HR promote an inclusive culture?
Gender sensitivity training for all employees
Set measurable diversity goals
Create employee resource groups (e.g., Women in Leadership forum)
Encourage transparent promotion and evaluation processes