RECRUITING ANDREW YARD Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

RECRUITING ANDREW YARD Case Solution

INTRODUCTION:

The purpose of this case study is to analyze the hiring approach and management policies of the hiring staff and the overall management of the Ayoub Companies (AC). The case study comprehensively reflects the unintentional and unforeseen issues that might arise within the hiring process. These issues often arise while motivating the individuals to agree to the aspirations and demands of the hiring team of a company or in some cases the global hiring agencies.

The analysis of the situation described in the case study will assist in understanding all the dimensions and aspects of the problems and challenges of the management and the hiring staff of the organization along with most feasible solutions in the form of recommendations to address the issues at hand of the management and the human resource department of the company.

PROBLEM STATEMENT:

“The primary problem in the case study is that Andrew Yard feels insulted and disrespected by the hiring staff and Rogers in terms of the offered single bonus plan of the organization.”
There are several other assisting factors that have led to this issue in which Andrew is feeling insulted by the hiring staff and Rogers of the organization and the most critical among them are the lack of synergy and understanding between the hiring staff of the company and Andrew himself and the unsuitable approach by the management and the hiring team for motivating Andrew to join the organization earlier than the agreed time frame of the deal agreed between them.

ANALYSIS:

The problem and issue for the human resource department of the organization regarding the motivating deal that they offered to Andrew to join the consumer goods retail division of the organization earlier than the agreed deal is that Andrew has taken this offer as disrespectful and insulting.
The analysis of the primary problem of the organization will be done through several motivation models and theories in three separate hypotheses.

HYPOTHESIS 1:

VABE ANALYSIS OF ANDREW AND ROGERS:

The complete study of the case analysis and the problem that the hiring staff and the management of the organization are facing truly elaborates the lack of synergy among the VABES of both Andrew and the hiring team, Rogers to be more specific.
There seems to be a divergence among the values, assumptions and beliefs that both these individuals share and represent and this is one of the most critical concerns, which has led to the miscommunication and dissatisfaction of Andrew with respect to the approach and offers that the hiring staff of the organization is offering to him.
The divergence in VABE of both the individuals is based upon the eagerness of the management of the organization and the hiring team to persuade Andrew to leave his current commitments with the organization in which he is presently working and to join the company as soon as he can.

ROGERS VABE:

The values, assumptions and beliefs of Rogers are more in line with the interests of the organization rather than independent and reality based. This is basically due to his mindset of thinking as being part of the organization and the individual responsible for hiring the new employees and workforce for the organization......

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