Employee Retention Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

According the prevalent market situation, (Cappeli 2000) published an article in Harvard Business Review in the year 2000 based on the market-driven approach to retain talent. This article also talks about the retention techniques that have been used in the past and is inclusive of each technique’s critique. According to (Cappeli 2000), market doesn’t wait and it moves on. This is a true prediction as the globalization is bowing a firm foot in the world; the business and its activities are seen to pace much faster than before. Peter Cappeli holds the position of the director in Center for Human Resources at Wharton School and is a research associate in Massachusetts, at the National Bureau of Economic Research. His work breeds employment relationships and the challenges faced by the employees along with dispel differences between the traditional and contemporary human resource practices. With several books published under Harvard Business Review Press) Peter Cappelli is a credible author.

In his article on employee retention, Peter takes a theoretical perspective on employee retention issue. The explicit assumption of Peter’s market driven approach is that human capital in this compelling and poaching business environment is neither possible to sustain nor it is desirable. He talks about Prudential, a company that has adopted this market driven approach and the parenthesis on that is it helped them to succeed. Along the way, Peter used examples of multinationals, who tried to cope up with this change in their very fashion. He gave retention a totally different perspective by redefining the goal of Human Resource Management. According to him the goal for new HR management is to influence anyone who leaves the organization and when does he leave rather than managing employee turnover. The article is argumentative in nature as the author has initially passed a thesis statement on employee poaching in today’s business world.

However, it can also be seen that the article contains pieces of information with a non-cited source. The article titled, Strategic Poaching is a cut piece, for which the author has failed to provide any references. The article emphasizes on planning a model for controlling attrition rather than developing redundant bonus packages that are easily imitable and doesn’t help in employee retention. The article is anecdotal in nature, which explains a concept followed by a short story of a real time example of some multinational and so on. But, the writer has failed to give any sources for the articles copied.

The structure of the article and the way in which it is presented is logical but it lacks appropriate design, which makes it difficult for the reader to follow through. In essence, the author is skeptical of the traditional ways of retaining employees and suggests new ways to recoup the change. Employees who are core to the business functioning must be kept intact with organization rather than every individual. There are some statistics from the non-cited articles cuttings in the authors work piece too, which can’t be relied as the source is anonymous. However, as the article is being published by Harvard Business Review Press; therefore, it can be deemed to be credible on behalf of the authenticity of the publisher................................

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