Human Resource Management Case Studies With Questions

Making these lateral moves increased an associate’s chance of staying with the company by 48%.A fantastic study on the impact of good hiring assessments took place in Zimbabwe.

Making these lateral moves increased an associate’s chance of staying with the company by 48%.A fantastic study on the impact of good hiring assessments took place in Zimbabwe.Using IBM’s Watson machine learning capabilities, the workforce analytics team build an algorithm that included sources like recruitment data, tenure, promotion history, performance, role, salary, location, job role, and more.

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For example, the first check-in with their manager had to happen within a certain time span after hiring, otherwise, it would trigger a notification.

This was a proven, important condition for first-year retention.

It is time that HR analytics starts to show the value it delivers to the business.

This is hard to do as people analytics is still an emerging field.

As I already said, I have only included case studies that showed tangible organizational benefits.

On March 13 2015, the Wall Street Journal published an article titled: “The Algorithm That Tells the Boss Who Might Quit”.The hypothesis here was that engagement with social media might fall when employees are thinking about leaving.The investment yielded $ 300,000,000 over four years and turnover for critical roles has fallen by 25%.The article explored how Credit Suisse was able to predict who might quit the company.It was one of the first examples of the now very popular employee churn analytics.In addition, special managers were trained to retain the high performing employees who had a high flight risk.In total, this program saved Credit Suisse approximately $ 70,000,000 a year. Another great HR analytics case study of people analytics at work was published in the Harvard Business Review.Engagement is often seen as the holy grail of HR – but its impact is hard to measure. The significance of this relationship motivated Best Buy to make employee engagement surveys quarterly rather than annually. By building a predictive model that included 200 attributes, including team size and structure, supervisor performance, and length of commute, they were able to predict flight risk.An example risk factor was teams of more than 10 to 12 people.Although getting promoted pushed people to stay, lateral moves were also a strong motivator for people to stay.A significant outcome was that the people with the highest flight risk in the next six months were approached and the company was able to move 40% to a new role.