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

Organizational Issues

The case describes various organizational issues that are quite apparent in the discussion between the HR manager and the Line manager. The debate or the argument between the two emerged due to the hiring of a wrong candidate which made the discussion quite severe. However, the reason that the issue occurred is because of the difference in opinions of both the managers in selecting the candidate, the HR manager has set criteria on the basis which his team screen and select candidates from the talent pool(Robert Gate wood, 2010). The selected candidates are then presented to the line manager to select the desired candidate.

However, the difference in ideology is there which is because of the lack of communication in the organization and lack of integration between the departments. Due to these organizational issues the desires of the line manager for the right candidate were not clearly transferred to the HR department, which is why they hired the candidate that is not appropriate for the department. Furthermore, the blame game is there as no one is ready to take the responsibility for the mistake and both of the managers are trying to transfer the guilt to each other.

Recommendation

It is recommended to the HR manager to increase the communication with the line manager and before putting an ad completely identify the job requirements, skills required, job description and qualification.

Secondly, the HR manager should increase integration between the two departments by communicating more rapidly with the line manager to identify their needs and desires. Before placing any ad for the job in the future, it should be made clear that on what factor more emphasis should give in the initial screening process in order to provide the best option in the final selection(Robert Gatewood, 2010). Besides that the HR manager must incorporate with the line manager at every point of the selection process to clearly demonstrate the current situation and to seek any changes that are required by the team. Make room for adjustments or amendments in the selection process as the criteria might change in the process.

Therefore the HR manager should focus on increasing communication, seeking the complete criteriain the first place, given feedback to the Line manager at every step, seeking their feedback, and make amendmentsto provide the best options in the last phase.On the other hand, the Line manager is also recommended to enhance the level of communication with the HR department, especially the HR manager and increase integration between the two departments as the dependency over each other is there(Guest, 1987).

Secondly, the Line manager must provide the complete set of details to the HR manager about the desired candidate in the first phase to avoid such situations in the future. Furthermore, seek feedback from the HR manager at every step and assess the performance to identify any loopholes and try to mitigate them. Provide feedback to the HR manager in case of any necessary amendments in the criteria. Develop a single criterion that should be focused while selecting candidates by both the departments and after the process and selection praise each other to form a better and healthier relationship.

Part 2:

According to the assessment of my classmates the major issues that have been discussed or identified in his assessment are almost similar to my analysis. However, the issues discussed are more related to departments, but are not considered as organizational issues. A screening process is a system that is used properly and there are no flaws in the screening process because the HR department has an established screening process that is molded according to the requirement of the desired candidate.

Secondly, courteous attitude is one of the suggestions which in my opinion are not the right thing to do in such situation rather more understanding between the two managers should be developed in order to understand the different roles they both play(Tichy, 1981). Furthermore, the analysis highlight some of the core issues that are part of discussion, but the analysis is missing deeper understanding of the situation and is not covering the organizational perspective. Communication and integration between departments is essential in order to avoid such discussions.

This aspect is clearly missing in the assessment done by the classmate. Lastly, the assessment is providing analysis of the issues that are apparent in the discussion, but an in-depth analysis of the situation is missing and the suggested recommendation is not clearly explained as to what should be done and what is the right method to implement the suggested recommendation.The issues are discussed in the paper, but in order to understand the topic more clearly it is important to assess the situation with a broader perspective and to suggest an option with a clear action plan. ................

This is just a sample partial case solution. Please place the order on the website to order your own originally done case solution.