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Laravel Based Human Resource Management Case Study With Solution

Paridhi Wadhwani

Last Updated on February 1, 2023



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Quick Summary:

Human Resource is the vitality that runs any organization, and hence it is crucial to take care of this precious asset. The HR personnel is loaded with minuscule yet salient tasks relevant to the employees. If such tasks are altered or delayed, the operational flow of the organization is hindered.

Sure, you would not want that for your company. Read this inquisitive and solved case study on HRMS where we helped an automobile company by developing a customized HRMS software for their HR department. Learn how we overcame the challenges while developing the human resource management case study with solution.

Insights: Human Resource Management Software

Employee satisfaction has become an obsolete term these days. The HR managers are finding difficulties in catering to the employee demands and perspectives. As per a study by Gartner, approximately 13% of employees are dissatisfied with their experiences at the workplace. However, to bridge this gap, modern tools and technology have come up with a viable solution that feeds in employee needs and throws out their expected results.

Primarily, you should know the importance of Human Resource Management Software for your organization. Next, entrepreneurs are unable to decide on technology for developing their Human Resource Management System. Here is when we come into the picture. We’re sharing one of our case studies where we developed a custom HRMS software for one of our clients in Dubai.

Client Requirements

Our Client was a finance and accounting firm in Dubai having a staff of over 500 employees. The company was harmoniously growing and favorable, but the only concerning factor was managing and handling staffing issues.

At this point, they contacted us, demanding our human resource management case study examples with solutions. We enlightened them with our development process, Agile methodology, skillset, and technical expertise. They willingly cracked the deal with us, and we started working on human resource management system software development.

After reading this Human Resource Management System case study, we hope you get a clear idea of how we were able to cater to our client’s needs.

HRM Case Study Challenges

One of the major concerns of a fast-growing company is retaining its employees and providing them with the utmost satisfaction. This client of ours was lately facing troubles- they wouldn’t afford to invest in more HR personnel. The HR team struggled with handling employee queries, tackling their issues, consolidating grievances, executing training, boosting productivity, and keeping them motivated. Along with managing these routine administrative tasks like attendance, leave, and payroll management, the HR department needed an automated solution that would diminish their burden and be fruitful with the desired output.

Human Resource Management System

Human Resource Management Case Study with solution: Our Approach

We started building the pitched Human Resource Management Solution for our client using the Agile Scrum project management like always. The client was impressed with the routine feedback and meetings that we arranged and asked to execute the project development as per their requirements.

Our developers build the software so that the users (employees of our client) can manage their details, update, inquire, apply leaves, and track performance on their own without bothering HR.

Contact Us

Read our Employee Performance Management System Case Study to facilitate manual work of employees

We decided to develop the software using PHP Laravel because of the following reasons:

Functions & Features of Human Resource Management Software

Features of Human Resource Management Software

Following are the features that we added to our HRM Case Study.

Employee Information Management

A self-service portal for employees to access their personal information like joining date, leaves applied, age, salary group, and other factors.

Payroll Management

Accounts management department covers reimbursement of claims, pay slips printing, view access, gratuity, and settlement.

Recruitment & Onboarding

A hassle-free and speedy post-hiring process for newly joined employees.

Managing Attendance & Tracking Absenteeism

Automatic attendance calculation by accessing data from the biometric system, time-tracking software, and more.

Employee Benefits Administration

Employee benefits life cycle management, online open enrollment, automated communication about enrollment and life cycle, statutory compliance, and much more.

Workforce Management

Aiding employee choices, legislative compliance, automatic event management, and contribution breakdown.

Performance Reviews & Appraisals

HR managers can schedule goals, manage employee performance tracking, schedule appraisal meetings, and review employee improvement.

HR Analytics

Calculating employee training expense, voluntary and involuntary turnover, time to hire, absenteeism, human capital risk, etc.

Employee Scheduling

Handling the complex shift patterns in a large workplace, creating schedules, setting priority tasks, and more.

Learning & Development

Web-based software for learning, uploading docs, calendar integration, managing goals, targets, streamlining learning administration, etc.

Talent Management

Enables HR to track and retain fresh talent, recruitment campaigns, aligning with business goals, individual employee career development, and more.

You might want to read

Human resource management software: technical stack.

We used the following technologies in developing the proposed Human Resource Management System Software.

HRMS Technical Stack

Business Benefits of Human Resource Management System

Our Client was immensely relieved and satisfied by the software product that we developed. They could now emphasize their operational and functional undertakings more as the HRMS software has now automated most of their staffing tasks.

They need not worry about the expenses or resources spent on the HR department anymore.

Below are the notable advantages that they gained with our Human Resource Management System Software:

We have some more ongoing future modules that we are planning to add to this solution: Discipline Management & Exit Management.

I hope this Human Resource Management case study on HR issues with solutions helped you understand how we tackled and handled our client’s problem. If your organization is looking for Laravel Development Services and has such or other internal operational glitches, share your issues and get a quote from Bacancy. Our expert business analysts and project managers will come up with potential solutions that will meet your business goals.

Frequently Asked Questions (FAQs)

WorkDay, Oracle PeopleSoft, SAP SuccessFactors, Bamboo HR, etc., are the top HRMS Software vendors.

An HRMS software solution deployed on the cloud instead of on-premise servers is known as a Cloud HRMS. Here, the data is directly saved and accessible from the cloud hassle-free.

Core HR, Talent Management, Human Resource Management System, Human Resource Information System, Human Capital Management, and HR Administration Software are the different types of HR software available in the market.

Experiance Laravel Based Human Resource Management with Us!

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HRM Case Studies With Solutions

Admin Case Studies Human Resource Management

Let’s study Human Resource Management Case Studies with solutions. HRM Case studies play a vital role in management education especially in subjects like Human Resource Management (HRM), Personnel Management, PAAP and related subjects.

It gives a clear picture of the concepts when you practise them through case studies. Here we have given some live HRM case studies that are short, useful & interesting. This will allow you to think beyond the theoretical part and make you capable to apply the concepts in real-time situations.

We are also providing solutions which are free of cost. We welcome your feedback about these HRM case studies.

Below are short and simple Case Studies on HRM with Solutions, Questions, and Answers.

HRM Case Study 1

Harsha and Franklin both of them are postgraduates in management under different streams from the same B-School. Both of them are close to each other from the college days itself and the same friendship is continuing in the organization too as they are placed in the same company, Hy-tech technology solutions. Harsha placed in the HR department as employee counsellor and Franklin in the finance department as a key finance executive. As per the grade is concerned both are at the same level but when responsibility is concerned Franklin is holding more responsibility being in core finance.

By nature, Harsha is friendly in nature and ready to help the needy. Franklin is silent in nature ready to help if approached personally and always a bit egoistic in nature. They have successfully completed 4 years in the organization. And management is very much satisfied with both of them as they are equally talented and constant performers.

Harsha felt that now a day’s Franklin is not like as he uses to be in the past. She noticed some behavioural changes with him. During general conversations, she feels that Franklin is taunting her that she is famous among the employees in the organization, on the other hand, he is not even recognized by fellow employees.

One morning Mr. Mehta General Manager Hy-tech technology solutions shocked while going through the mail received from Franklin about his resignation. Mr. Mehta called Harsha immediately and discussed the same as she is close to Franklin. By hearing the news Harsha got stunned and said that she does not know this before she also revealed here current experience with him. Mr. Mehta who does not want to lose both of them promised her that he will handle this and he won’t allow Franklin to resign.

In the afternoon Mr. Metha took Franklin to Canteen to make him comfortable after some general discussion he starts on the issue. Franklin, after some hesitation, opened his thinking in front of Mr. Mehta. The problem of Franklin is

1) when he comes alone to canteen the people from others don’t even recognize him but if he accompanied by Harsha he gets well treated by others.

2) one day Both of them entered the company together the security in the gate wished them but the next day when he came alone the same security did not do so.

3) Even in meetings held in the office, the points raised by Harsha will get more value so many times he keeps silent in the meeting.

It happens to Franklin that he has to face such degradation in each day of work which totally disturbs him. Franklin also questioned that ” Harsha and myself have the same qualification, from the same institute, passed out in the same year both with first class. We have the same number of experiences in this organization. Moreover, the responsibilities with me are more valuable than those of Harsha. After all these things if I am been ignored or unrecognized by the fellow employees my ego does not allow me to continue here”.

By listening to this statement Mr.Metha felt that it is not going to be very difficult to stop his resignation. Mr. Mehta explained Franklin the reasons for such partial behaviour of the employees. After listening to Mr. Mehta Franklin said sorry for his reaction and ready to take back his resignation. And he called Harsha and spoke with like before.

Questions for HRM Case Studies: Case Study 1

Find the reason that Mr. Mehta would have given to Franklin.

Solution for HRM Case Study 1

Mr. Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from the same college in the same year. Both of them joined the company together both have the same experience. Even in performance-wise, both stands in the same level i.e. both are constant performers and good performers.

Franklin analyzed all the above-said similarities between him and Harsha. He also stated that he holds more responsibility than that of Harsha. One thing Franklin did not notice or analyzed is the job profile of Harsha. It is true that Franklin holds more responsibility than that of Harsha but when it comes to direct interaction with employees Harsha wins the employees’ attention in this aspect. Harsha being a counsellor in HR she faces the employees every day. She developed good rapport among the employees due to her friendly nature. She is always remembered by the employees whenever they face any problem as she gives good counselling and most of the time she suggests the best solutions for such issues.

Franklin though holding a key position in finance his profile does not allow him to interact with the employees. Though he has a helping tendency he does only when someone approached him personally. As the employees of other departments do not have any relation with him they never approach him for help. Mr. Mehta having a good experience understood these things when Franklin explained his problems one by one. Later he relates each situation, explained by Franklin with the above said reasons and made Franklin understood the reality.

Mr. Mehta said that the security in the gate or the employees in the canteen who recognized Harsha and not Franklin would have interacted with her during counselling or approached her for any issues. And as usual, she would have counselled well or solved the issues of them that is the reason why they treat her and wish her whenever where ever they meet her. When it comes to the case of Franklin they would have hardly met him or interacted with him.

When it comes to the point that even in-office meetings Harsha, points are valued so Franklin keeps mum. For this, Mr. Mehta replied that the points put forward by her would be related to employees or from the employees’ point of view which actually the management wants to know so they give value to her points. And as quoted Fraklin after, one or two such incidents keep silent in the meeting. He never made an attempt to raise some suggestions so management does not have any option to listen to that suggestion.

After listening to all the explanations given by Mr. Mehta Franklin realized his mistake and felt proud of the Rapport developed by Harsha among the employees. He said to Mr. Mehta that he will take back his resignation. And rushed to Harsha to make an apology and to meet her as a friend as like his college days.

HRM Case Studies Part 2:

HRM Case Study 2

Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes in the manufacturing industry for more than ten decades. The company employs more than 800 workers and 150 administrative staff and 80 management-level employees. The Top-level management views all the employees at the same level. This can be clearly understood by seeing the uniform of the company which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterias at different places one near the plant for workers and others near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of the same quality. In short, the company stands by the rule of Employee Equality.

The company has one registered trade union. The relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a paymaster in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don’t have many grievances due to the other benefits provided by the company. But the company is facing a countable number of problems in supplying the materials in the recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the box of material B) incorrect labelling of material, not dispatching the material on time, etc…

The management views the case as there are loopholes in the system of various departments and hand over the responsibility to the HR department to solve the issue. When the HR manager goes through the issues he realized that the issues are not relating to the system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is

Solution for HRM Case Case Study 2

Employee Equality is not the need for every hour. In the above-said case, Watson Ltd had provided all facilities to employees at each grade in an equal manner. But still, the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc. And the HR manager said that the policy of hiring new employees for the higher post without considering old potential employees is the major problem.

“Employee recognition VS Employee equality ”. As the HR manager states that employees are not been recognized for the potential rather the company has gone for new recruitment. Because of which the company faces problems.

Yes, the points raised by the HR manager is justifiable because “Human beings are social Animals as popularly” said by many Human resources Scholars. So human minds demand social recognition, self-respect, consideration, etc for their work and performance.

In the above-said case, even the company provides and stands by the concept of employee equality when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production.

Related HR concept.

Slow down Production:

The concept of slow down production is a type of employee’s strike. The Industrial Relations sates that when the employee wants to show their dissatisfaction to the management but don’t want to go for strike they follow slow down strike. The impact of which will be understood after a particular time period.

Employee Recognition:

Human beings can be easily motivated by Rewards and recognition than that of money. In this case, also the employee is not satisfied even after all facilities just because of the reason that they are not recognized.

Hawthrone Experiment:

In the four types of test conducted by Elton Mayo, the remarkable hike in production is recognized in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. Before the new hires if the management consulted the employees both management and employees would have avoided this issue

Hygiene Factor:

The theory of hygiene factors states that there are certain factors related to employees the presence of which will not create a major impact but the absence of such things will lead to a de motivation to the employees. Employee Recognition is one such factor when the management fails to do so it will Detroit the employees to a great extent.

If I was in the post of the HR manager I will try to discuss the issue and ask for the reason from the management for new recruiting rather than considering available potential talents. I will personally analyse the reasons provided by management and if acceptable I will discuss the same with the employees. Everything is possible with a discussion. So I will discuss and convince the employee that this won’t happen again in the organization. I will also initiate the collective bargaining process for reasonable salary hike for the existing employees.

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How to Write a Case Study in Human Resources - Just Do It With Us

For some reason, such a task as a case study causes a lot of dissatisfaction among students. Some immediately panic, while others delay the task until the last day. Yes, there is some truth in the fact that this task is not very simple. But in reality, everything is not as scary as it seems at first glance.

The whole difficulty lies in not understanding how to complete the task. But since you are here, you can forget about the complexity of this issue. Using our complete guide on how to write a case study in Human Resources you can not only easily complete the task, but also get a good mark. Let’s start our journey in the case study.

Case Study in Human Resources: What Is the Essence?

Human Resource is a huge area that addresses both business issues and the personal aspects of employees and even psychology. Students whose future professional activities will be related to this discipline will need to solve many issues. Starting from knowledge of labor law, compensation benefits, and also engage in employee development and workflow planning.

That is why the implementation of such a task as a case study is simply an integral part of the learning. The student is expected to conduct an in-depth analysis of the subject. So, what is the essence of such a task? You will need to make an analysis of the subject you are studying. That is, you will need to identify the problem/situation, provide background information and, of course, recommendations on how to solve problems in the context of the subject.

And HR is just that discipline that is ideally suited for these purposes. There are a lot of topics to study, so you will definitely choose the one that suits you the most. Well, let’s look in more detail at how you can complete such a task.

How to Write a Case Study in Human Resources: A Step by Step Guide

As we mentioned before, completing this task is simple if you follow our instructions. We have prepared really non-standard advice. We assure you that you did not even think about some of them.

Let’s Choose a Topic

If you have been given the freedom to choose a topic, we recommend that you pick the one that interests you the most. What HR topics are suitable for case studies? You will not believe it, but almost all HR topics are suitable for this. In fact, in each topic, you can find a problem and how to solve it.

Try a quicker way

If you do not know which direction to choose, then we offer you several options. You may be interested in a certain topic or you will have an understanding of which direction to draw inspiration from:

Carefully Read the Requirements of the Assignment

First of all, it is vital to understand the essence of the task. Most likely your professor has provided you with the requirements and what is expected of you. This is an important point since many students neglect to familiarize themselves with the initial requirements, and then a lot of difficulties arise. Read the requirements so you don’t miss anything.

Preparation for Assignment

If, after the first recommendation, you still have confusion about how to complete the tasks, then you can use the following questions. Define the background of your assignment: for example, the type of industry, company, or location.

Should You Use Interviews? Be Ready for Another Secret Tool

A case study is exactly that type of academic assignment where an interview is a good tool for obtaining data. Moreover, then you can achieve a really deep analysis of your topic. It is also the easiest way to get data.

Is this method applicable in the context of such a discipline as HR management? Depending on your topic, yes. If your topic is related to the human factor, and not the success of the company, then this is an ideal tool for obtaining data.

What is the secret tool? If we are talking about an industry or a company, then the option of studying the history of the company and compiling a SWOT analysis , which will highlight the strengths and weaknesses, is suitable for you.

In fact, the data obtained from this analysis will be your information for the case study report. Many people believe that SWOT analysis is not applicable to HR or case studies. But in fact, this is the easiest and fastest way to help you write your assignment. Here you will immediately identify the problem, all weaknesses, threats, and you can draw up a further plan of action to eliminate weaknesses (problems). In fact, this is what you need for a case study.

By the way, maybe earlier you performed SWOT analysis within the framework of the HR discipline? And you were given the freedom to choose a topic? Then you make your task easier. You can take your SWOT analysis and make a case study out of it. What could be easier?

If the object of your research will be a certain type of employee, an interview is the best tool. All you need to do is prepare a list of questions. Formulate the questions in such a way that they give the clearest answers for a complete picture of your research. Use less water. The more specific your questions, the easier it will be for you to conduct an analysis.

For example, if you study the issue of what difficulties graduates face in finding work, then your questions may be as follows:

How to Conduct an Interview for a Case Study

Once your list of questions is ready, you need to decide how you will conduct the interview. You can arrange an oral survey that will allow you to get much more relevant information. And you can prepare questions as a written questionnaire.

If you choose the second option, then you will have to prepare not only questions but also answer options. Please note that not everyone will be ready to prescribe detailed answers to your questions. So then you will have to carefully study both the questions and the answer options so that you can get the necessary information rather than empty results from the questionnaire. Regardless of which type of survey you choose; it is important to remember the following:

These are the basic rules of the interview with which people will be willing to make contact. Not everyone is ready to answer tricky questions without anonymity. So be sure to notify respondents. If you will conduct an interview through a questionnaire, then write down this information before the questions.

Data Processing and Analysis

When you receive the answers, you need to analyze each of your questions. Review the answers to each question and analyze why the person provided such an answer. You need to do the same with the data that you received from the SWOT analysis. Further, we will consider the structure, and then you can sort the data obtained by the desired items.

Analytical Instruments and Theories

Determine what additional analysis tools you will use. For example, it may be your textbooks, similar work on your topic. The sources that you choose for your analysis should note the appropriate methodology. SWOT analysis or interview will not be enough since your analysis results must also be scientifically supported. So choose the right sources in advance.

The Structure You Need to Follow

After you have completed the analysis, let’s look at the structure of such an essay. Yes, there is a traditional structure that consists of an introduction, body, and conclusion. But here in the body, there will be slightly different information that distinguishes this type of task from the rest.

Tips That Will Help with Structure

When you know how you should look at your text, we have prepared several recommendations. They will help you to more thoroughly work out the main parts of the case study.

Definition of a Problem

The starting point in completing such a task will be to determine the subject of your analysis and what relates to it. For instance, if your subject will be a certain company, it will be necessary to familiarize yourself with the history of the creation of the company. Note, how certain situations and decisions affected the success/failure, and how this all affected the current activities of the company.

Provide Background Information

Such information means a description of why the problem you are investigating is a problem. Using this information, you set the direction for your study and the correct perception of your thoughts by the reader. Of course, you will need to provide facts, numbers or refer to authoritative sources/research. You can also use phrases from the interview. Such information is necessary so that the reader can come to his own conclusion with your help. In simpler words, this task is like a puzzle. Each of your sentences is a puzzle and your conclusion already adds up the overall picture.

Remember that the goal of a good case study is to give the reader such a direction that he not only reads your text but also thinks with you.

Description of Solutions

Remember to work through the recommendations and solutions well. Recommendations are extremely important in this type of assignment, as it will play a decisive role as to whether you completed this assignment correctly. For each identified problem you will need to provide a solution. Remember that it should be detailed and contain an action plan. In order for you to simply make recommendations, you can provide answers to the following questions:

This way it will be easier for you to make your recommendations. Remember that they are significant in this task, so work through this part with special attention.

Check the Ready Text

Once your main text is ready, you should spend your time reading the text. Check how logical your sequence of presentation of thoughts is, and find out if there is the presence of errors and typos. Also, be sure to check compliance with a specific format. Most likely, your professor has given you a clear requirement as to which format to adhere to. So be sure to check if you have complied with this requirement.

This is the final action on your task. Only after that, you can consider that your work is ready. Now, you are convinced that everything is not as difficult as it might seem? Get down to the task with our guide and get a good mark!

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How Can Case Studies Help You Crack HR Interviews?

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Above all, it helps you understand how the HR role works in organizations. Hence, a case study should be an integral part of your learning in order to complete such tasks. 

So, What's The Gist Of Any HR Case Study?

A case study cannot be solved in a single way. When you begin working on an HR case study, you will develop your own perspective on it. However, the following are general steps that, for the most part, remain consistent and effective in solving it.

1. Identifying the problem: 

2. Conducting research & providing background information:

3. Propose solutions: 

4. Consider Alternatives :

When solving a problem or conducting a case study, there are many alternative processes to adopt to achieve the solution to it.

The structure is as important as the substance in an HR case study: Start with the introduction, and provide background information, alternatives & recommendations. Finally, follow up with a solution that has backup analysis and is supported by theoretical concepts and a conclusion.

Master Contemporary HR Management & Analytics Practices With HR Case Studies From HUL & UNICEF HR Leaders & Apply Your Learnings In A Capstone Project.

How did mcdonald’s cope during the pandemic - an hr case study.

As an iconic brand, McDonald’s boasts over 36,000 restaurants across the world, operating in 175 countries. McDonald’s, however, sees itself as more than just cooked potatoes & burger patties. It is not only responsible for its fast-food extravaganza, but also for its employees.

HR Case Study

The Problem:

Though this fast-food chain appears unassailable, it bore the brunt of the immediate & game-changing effects of the pandemic like any other corporation. Simply put, McDonald’s is a franchise business and these small business owners are subject to their own discretion & country’s legislation to follow. Offering global solutions with uniformity, standardization, and cohesiveness to such a landscape is undoubtedly complex.

In 2021, McDonald's HR department's core concern became the lack of timely and effective communication. During an interview with Key Media, Burchfield, McDonald's Director of People Strategy, stated that they were stumped as to how to interact with frontline staff who didn't have email addresses and how to reassure them that they are and will be there for them throughout the process. This became the starting point for them when it came to resolving their business issues.

Research & Background Information:

According to Gallup, 74% of employees believe they are missing out on internal news because their communications department isn't up to the standard. Furthermore, 33% of employees believe that a lack of open communication leads to a drop in employee morale.

Good communication always leads to the nourishment of employees, involvement of employees, and to have a better understanding of their jobs. Nevertheless, McDonald’s faced communication barriers for a certain time due to mixed messages, different backgrounds, language barriers, fear of higher management, and employees’ lack of interpersonal relations.

The Solution:

Implementing technology that allows for streamlined and effective communication became the overarching goal for McDonald's. There's no denying the fact that technology has revolutionalized HR leaders' lives in the last year and digitalization helped companies pivot towards remote management.

It was the same case with McDonald’s as well. At the beginning of the year 2022, they adopted bots & AI for enhancing their recruitment strategy and reshaping the employee lifecycle. Besides, they collaborated with Amazon Alexa to enable people to apply for jobs using voice commands and are trying to create a stronger alumni network to improve the employee experience and lifecycle.

Read: The Comprehensive Guide to HR Management Salaries in India

The bottom line of this hr case study.

Is the solution always guaranteed to work? No, keep in mind that we live in a Dynamic World. Today's strategy could spell disaster tomorrow. You must keep up with current developments and contribute your own unique perspective.

Sometimes the circumstances or root cause can be the same within a corporation. But the solution can differ based on external factors like location, salaries, etc. Considering the above example: The above solution for the recruitment crisis of adopting technology might have been solved in various locations for McDonald’s. But not in Medford, Oregon. 

During the pandemic, they turned to a bizarre solution of seeking 14 to 15-year-olds to apply for jobs, which complies with US labor laws to battle its shortage of workers. BBC confirmed its success in its reports that McDonald’s has seen a spike in applications since making the offer. 

McDonald's isn't the first fast-food chain to turn to younger employees to fill open positions. Burger King and Wendy's branches are employing similar strategies. Thus, it is not about one parameter but focusing on every other factor that involves in the problem statement is crucial. 

The gist of any HR case study: Ask the right questions, analyze the past data, back it up with facts & figures, try alternatives and conclude.

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10 Steps to Write a HR Case Study


My sister always looks forward to when she will cease to be a student. I can only imagine her joy from the countless times I have heard her yapping about it. But I barely blame her; she has all the rights to wait for that time.

Being a student often feels like a necessary evil that you can barely wait to be over with. Many situations make the wait feel longer than it seems. An example is HR case study writing. But it doesn’t have to be that way. It is said that if you can’t beat them, join them. The same goes. If it is too unnerving, learn its ways and be the pro.

What is an HR case study?

If you may be interested in business studies, then this may not be a new phrase you’ve heard of.

A case study analysis is a form of academic writing which analyses a situation, event, place, or person to form a conclusion. They are valuable for phenomena that can’t be studied in a laboratory or quantitative methods. HR case studies play vital roles in human resource management, personnel management, and other related courses. They include a detailed description of a simulated or real-life decision-making scenario. They also aim at enhancing decision-making skills, managerial competency, and problem-solving skills.

The following are tips to perfect your HR case study writing:

1. Read the given instructions carefully

It is amusing how people often spurn instructions and delve right into whatever they desire to do as if they are experts. Guidelines will always be worthwhile and will come in very handy, more than you would know. The witty Agnes Allen quotes that when everything fails, read the instructions.

Make sure you understand what is expected of you from the given instruction. Scrutinize and comprehend them because only then will you have a facile time as you advance with your writing.

2. Prepare for the assignment

When going for battle, you must double-check on all items that offer you a winning chance. Determine the primary problem in context to your study, the kind of questions you want to ask, the tools necessary in your assignment, and your research background. Once you can answer the questions above, the foggy confusion in your mind fades, and you begin to experience translucence on how to go about your case study.

3. Choose your required tools carefully

The sky is always the limit. It is okay to dream as big as you want. However, make sure your dreams are achievable. A case study involves responses piled up from the public and any other sources. To amass this information, tools such as interviews and questionnaires are necessary for use. The decision on the tools to use may be guided as per the instructions provided. If not, choose the least problematic and the easiest to work with.

4. Formulate your questions to give the most accurate response

The type of questions depends on the kind of tool you decide to use. For example, if the study aims to check the public’s response towards a particular product, the questions asked in an interview may differ from those asked in a questionnaire. Interviews offer a one-on-one chance, allowing the interviewer to give more information on the topic. On the other hand, questionnaires are straightforward and cap the response of the one answering. For better response, you may combine various tools to get a wide array of information. The choice is all yours.

5. Learn how to use various tools of research

There is no research without action, no action without research. To conduct a case study, you may require skills you have minimal knowledge of. The only way this is possible is through studying and researching. If your tool of interest is through interviews, you must learn to be the best interviewer. Many expert writers from various essay writing services are patiently waiting for your call, and they will offer all the help you may require. With academic writing services, you may learn the best way of interviewing to get the best results as directly as possible.

6. Devise a method to analyze data collected

Information obtained is then collected and appropriately arranged to reduce any stupor. Review the answers to each question and analyze why the person provided such an answer. For this data to be understood effectively, it must be carefully examined. Ensure that you closely dissect all responses supplied to grasp properly how best you will answer your question.

7. Organize the information obtained to a manageable measure

You may have collected all manner of information from your research, questionnaires, interviews, and any other sources you may have had. However, it may be inconceivable to document all your responses in your case study. Of course, you will need to provide facts, numbers, or refer to authoritative sources. You can also use phrases from the interview. You may be forced to selectively choose the information provided. Summarize the responses given while highlighting the main point given by your audience. This is a skill you must master. Managing your data makes your study more manageable to handle, interpret and understand.

8. Choose the best data presentation tools

A case study is all about how well you handle your data and communicate the responses obtained. Presentation is therefore very delicate to this process. Your presentation skills must be nothing short of top-notch. All the information is necessary so that the reader can come to his conclusion with your help. In simpler words, this task is like a puzzle. Each of your sentences is a puzzle, and your conclusion already adds up the overall picture. Numbers may come a long way to show the extent of the work conducted. You may, for example, indicate the number of people that sided with a specific response. Take that extra mile to show how flawless your work is.

9. Compose your case study

Once you have all your facts right, nothing stops you from jotting down your findings. With the guidance of an efficient case study writing service , you will be unbeatable. You can also find professional essay writing help to guide you through your experience on the internet. You can also look at many examples to make your writing as smooth as possible.

10. Edit your work

The nerve-wracking part is now over. Ensure all questions have been answered, and the instructions have been followed closely. Confirm there are no grammatical or spelling errors as well. Now, you are good to go.

Negative perceptions have proven to be very restricting and imprisoning. Nothing is impossible with the proper guidance, so do not fear writing essays; we are here to help you.

“Mark Hunt” has been a professional writer since 2006. He is very passionate about his work related to HR.

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Teaching Resources

SHRM is committed to empowering HR faculty with the proper tools and resources needed to create better-prepared entry level HR candidates.

These case studies and learning modules are available for faculty and educator use only.

How to Use These Resources in Your Classroom

Case studies take an in-depth look at a specific topic or challenge faced by an organization. Case studies include instructor resources as well as a corresponding student workbook.

Learning modules are provided as a resource for HR faculty to supplement a current teaching plan, to add a new HR content topic to an existing course, or to create a new course. A learning module includes PowerPoint slides, teaching notes, syllabus, recommended readings and instructor's manual. In some instances, the learning module includes accompanying case studies, exercises, progress checks and quizzes. While each learning module is designed to be complete and ready-to-use, we anticipate instructors will invest preparation time in order to customize the module to his or her own teaching style.

By downloading the content on this page, you are agreeing to follow SHRM’s Terms of Use for Faculty .

Compensation & Benefits

By Lisa A. Burke, Ph.D., SPHR

Compensation is a critical area of human resource (HR) management, and one that can greatly affect employee behavior. To be effective, compensation must be perceived by employees as fair, competitive in the market, accurately based, motivating and easy to understand. This case is rated as slightly challenging and requires familiarity with and use of the Internet and Microsoft Excel. Instructors can make the case and associated exercises less challenging by eliminating certain tasks assigned in the case, or may increase the difficulty by adding other relevant tasks and questions. Teaching notes accompany the case. Instructors who have previously taught compensation courses, are familiar with the Internet and Excel, have work experience with pay systems, or who conduct research in compensation area may find the case easier to facilitate. An instructor's manual and a student workbook are available to download.

By Douglas Reys, SPHR

Columbus Custom Carpentry is a small, successful company.  Recently, though, labor costs have risen faster than revenue. The company president has also found that human resource issues are taking up more and more of his time and frequently result in production problems. Both overtime and late shipments are increasing. Until now, the president's administrative assistant handled all HR-related administrative activities. You are here as the newly-hired HR manager. You will learn about the company by reading the employee handbook; talking with various employees; and reviewing the human resources information system (HRIS) database. 

In this case, students will learn and create internal and external pay equity analyses; job grades and pay range/structure creation; market pricing using salary data; turnover; and job analysis and job description development. This case is presented as close as practical to the way students will encounter data in the working world. Materials include the instructor's manual with case study, an employee handbook , a HRIS database - instructor's version , a HRIS database - student version , and a PowerPoint presentation . 

Please note: you may need to maximize the HRIS database spreadsheets in order to view the multiple sheet tabs near the bottom of the screen.

Employee & Labor Relations

Employment Law

Multiple Content Areas

Training & Development

Workforce Planning

By Ethan Sanders

This four-session module focuses on the competencies entry-level HR professionals need to be successful in an HR role and is intended to be taught as one multipart unit within an Overview of HR Management course or another HR course in which you think the content fits best within your university's HR curriculum.  The module consists of four, 75-minute sessions that review SHRM's HR Competency Model and the process that was used to develop it. The sessions explore the HR competencies most relevant to early-career professionals that HR professionals must develop to successfully launch a career in HR. This module is a mixture of lectures and interactive exercises. For each of the four competencies, we will review its definition, provide examples of the competency in action and explore its application in the field. The exercises are intended to provide an opportunity for students to practice these competencies in action.

Session 1 provides an overview of competencies. Session 2 focuses on the Relationship Management Competency. Session 3 focuses on the Ethical Practice Competency. Session 4 focuses on the Communication Competency. 

There are multiple components to this learning module. There are 21 documents in all.

Instructor Materials:  Communication Simulation Directions ,  Module Overview Information ,  Session 1 Guide/Teaching Notes  and  Session 1 Slides ,  Session 2 Guide/Teaching Notes  and  Session 2 Slides ,  Session 3 Guide/Teaching Notes ,  Session 3 Slides  and  Case Study Answer Guide ,  Session 4 Guide/Teaching Notes  and  Session 4 Slides .

Student Handouts:  Prereading: Session 1-Preparatory Assignments ,  Session 2-Article Enterprise Social Networks  and  Situational Judgement Test ,  Session 3-Case A "When the Boss Doesn't Like Her"  and  Case B "Real Sales or Wishful Thinking" ,  Session 4-Case "We Need to Talk"

Student Guides:  Session 1-HR Technical Expertise ,  Session 2-Relationship Management ,  Session 3-Ethical Practice ,  Session 4-Communication  

By Adam Calli, SHRM-SCP, SPHR, SWP

This two-session module focuses on the competencies mid-level HR professionals need to be successful in an HR role and is intended to be taught as one multipart unit within an Overview of HR Management course or another HR course in which you think the content fits best within your university's HR curriculum. The module consists of two, 75-minute sessions that review SHRM's HR Competency Model and the process that was used to develop it. The sessions explore the HR competencies most relevant to mid-career professionals that HR professionals must develop to successfully launch a career in HR and develop in it to achieve higher-level positions in an organization. This module is a mixture of lectures and interactive exercises. For each of the two competencies, we will review its definition, provide examples of the competency in action and explore its application in the field. The exercises are intended to provide an opportunity for students to practice these competencies in action.

These two sessions are a continuation of the early-career learning module which is comprised of Sessions 1 through 4. Consequently, this two-session module consists of Sessions 5 and 6. Session 5 focuses on Consultation. Session 6 focuses on the Business Acumen. Note: it may be helpful to review Session 1 from the early-career learning module, especially if students did not study that module.

There are multiple components to this learning module. There are 9 documents in all.

Instructor Materials:  Session 5 Slides ,  Session 5 Guide/Teaching Notes ,  Session 5 Activity ;  Session 6 Slides ,  Session 6 Guide/Teaching Notes ,  Session 6 Activity . 

Student Handouts:  Pre-reading—Preparatory Assignments .

Student Guides:  Session 5—Consultation ;  Session 6—Business Acumen .

By Paige Wolf, Ph.D.

This module opens with a brief scenario and discussion questions to start a dialogue about the importance of branding and retention to organizational success. Part 1 approaches recruitment from a big-picture perspective and discusses the emerging need for organizations to build an employer brand. Part 2 focuses on retention, and addresses the effect of a multigenerational and diverse workforce on retention strategies. Download both the  PowerPoint  file with notes and the  instructor's manual .

By Robin Sronce, Ph.D., SPHR

This module discusses the new developments in Web 2.0 technology and their effect on the human resource (HR) management field. It focuses on how HR professionals can use these technologies in their daily activities and in specialized areas such as recruitment and selection. This module is appropriate for undergraduate HR students and covers three 50-minute class sessions. And  instructor's manual  and a  PowerPoint presentation  with teaching notes are available for download.

By James E. Bartlett, II, Ph.D. and Michelle E. Bartlett, M.S., Edited by Myrna Gusdorf, MBA, SPHR

This module introduces HR students to human resource management systems (HRIS) and project management and demonstrates the integration of these areas. Geared toward upper-level undergraduate or graduate students, this module discusses the historical development of HRIS, explores project management concepts as they relate to an HRIS integration project and allows students to apply project management techniques to and HRIS integration project.

By Patricia A. Meglich, Ph.D., SPHR

This three-session learning module takes students through the process of job analysis from its historical roots to its place in today's workplace. At the end of this module, students will understand job analysis and its importance to human resource management (HRM) functions. This module offers students a hands-on learning experience, where they will conduct job description analysis. It is appropriate for business, management and HRM majors at the undergraduate and graduate levels, and includes an  instructor's manual  and  PowerPoint  presentation.

By Dale J. Dwyer, Ph.D.   

This module about job analysis-based performance appraisals presents the process of conducting job analysis and then uses the analysis information to construct a performance evaluation document. The module incorporates two lectures. The  first one  is on the process of conducting a job analysis and the  second one  is on performance appraisals. The module culminates in an assignment that uses the information from a job analysis to create a performance appraisal document. An  instructor's manual  accompanies the two PowerPoint files. 

By Myrna L. Gusdorf, MBA, SPHR

This two-part learning module for undergraduate students covers recruitment and selection. Students will learn the methods used by organizations to recruit and select employees, learn about the legal issues that affection recruitment and selection and the role of HR and supervisors and peers in the recruitment and selection of team members. This module includes a  PowerPoint  presentation with notes, a manual with detailed instructor's  notes and activities , and a separate  instructor's manual .

By Myrna L. Gusdorf, MBA, SPHR 

This module explores performance management, specifically how to conduct performance appraisal interviews. It consists of two class sessions and is intended for undergraduate students studying business management and HR. The first class discusses the performance management process and its link to overall organizational strategy. The second session looks at the performance appraisal interview as a part of the performance management process.

Competencies for Senior/Executive-Career HR Professionals

This three-session module focuses on the competencies senior/executive-level HR professionals need to be successful in an HR role and is intended to be taught as one multipart unit within an Overview of HR Management course or another HR course in which you think the content fits best within your university's HR curriculum. The module consists of three, 75-minute sessions that review SHRM's HR Competency Model and the process that was used to develop it. The sessions explore the HR competencies most relevant to senior/executive-career professionals that HR professionals must develop to successfully launch a career in HR and develop in it to achieve higher-level positions in an organization. This module is a mixture of lectures and interactive exercises. For each of the three competencies, we will review its definition, provide examples of the competency in action and explore its application in the field. The exercises are intended to provide an opportunity for students to practice these competencies in action.

These three sessions are a continuation of the early- and mid-career learning modules which are comprised of Sessions 1 through 6. Consequently, this three-session module consists of Sessions 7, 8 and 9. Session 7 focuses on Critical Evaluation. Session 8 focuses on Leadership and Navigation. Session 9 focuses on Global and Cultural Effectiveness.  Note: it may be helpful to review Session 1 from the early-career learning module, especially if students did not study that module.

There are multiple components to this learning module. There are 13 documents in all.

Instructor Materials:  Session 7 Slides ,  Session 7 Guide/Teaching Notes ,  Session 7 Activity ;  Session 8 Slides ,  Session 8 Guide/Teaching Notes ,  Session 8 Activity ;  Session 9 Slides ,  Session 9 Guide/Teaching Notes ,  Session 9 Activity . 

Student Guides:  Session 7—Critical Evaluation ;  Session 8—Leadership and Navigation ;  Session 9—Global and Cultural Effectiveness .

By Steven V. Manderscheid, Ed.D.

This learning module is designed to teach HR students the skills to recruit and select the best talent to help drive organizational strategy. The learning module will also prepare HR students to evaluate two methods for job analysis and several selection methods with an emphasis on designing and conducting professional and valid interviews. Students will learn how to design and ask interview questions that are behaviorally anchored and focused on person-fit and job-fit skills, both of which are important for successful adaptation and effective performance on the job. Students will also learn how to design a process and framework for final individual or group selection. Lastly, they will learn several strategies to successfully onboard new employees. A  PowerPoint  lecture and an  Instructor's Manual  comprise the teaching materials.

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How to Solve a Management Case Study

This article will help you to answer the question – How to solve a Management case study ? You can use these simple ways to solve any case study of Human Resource Management, Marketing Management, Finance management or other Management specializations. Further students of MBA, MMM, MPM, BBA, and other management courses can use these simple steps or the same method to solve a management case study.

The current corporate scenario urges the students to know about the practical applicability of management concepts in day-to-day operations hence to get such a practical knowledge case study is one of the vital tools.

Management case study

Management Case study is a highly recommended method in teaching and learning process because it enables the students to:

Case studies are included in the Syllabus of management degrees in almost all Universities. But, the pattern for solving these case studies varies from university to university.

Generally students are not sure about which method they have to follow to solve a management case study. This article makes you familiar with some methods to solve a case study in Management.

Case studies can be of two types:

a) case study with questions b) case study without questions

Let us see some interesting methods to solve both the type of case studies.

How to Solve Case study with questions

The case will be given and some questions will be given at the end for which you have to answer after analyzing the case completely. Moreover in this method there won’t be much problem as the complete case details are given, the problem will be in front of you. Here you just have to answer the questions given below.

The method to solve management case:

(*) In case there is a question like “if you are the manager what would be your reaction in the given situation”.

You can answer in the following way:-

• list all the possible options in the given situation

• select the best option from your view-point

• conclude it like why that is the best option by mentioning the advantages of such an option.

b) case study without questions:-

In this type of cases, there won’t be any questions only complete case will be given. And the students get confused about what to do with such type of case type. The following are the ways in which a case can be solved and among those things whichever is applicable or possible in that you can include it in the solution and solve the case.


Give a detailed description of the case in two or three paragraphs and cover all the major issues in the case in your introduction.

SWOT analysis:-

Strength Weakness Opportunities and Thread. You have to list the strength weakness opportunity and the threat of the company. Strength and weakness stand internal in which the company can have control over that and Opportunity and Thread stand for External in which the company does not have any control.

Identify the Problems:

Find out major issues in the case and highlight those problems consider those problems as questions. Frame the problem in a proper way.

Find out the solutions:-

This is the part wherein you are going to give the solution for the case exactly. In the previous step you have framed the problems here you need to give solutions for each problem. Consider the problems as questions and start answering for each question.

You can answer the question straight away about what you feel. Like how you reply to your other theory questions the same way you have to answer these questions. You can highlight the subheadings and quote some definition in the answer if any concept is involved in that

You can explain your answer by aligning the answer with any theory related to that. This method is not possible in all cases. But if it related to employee motivation, International Trade Blocks, marketing strategy etc then you can align your answer with Maslow’s Hierarchy theory, Trade Blocks theory and BCG model etc.. This will fetch you more marks but one thing you need to be clear that you must know the theory completely.

This method will take you in the proper direction. As said earlier consider the problem as question. Take the question one by one. Find the possible solution for each question. And also write the advantages and disadvantages for that solution. If you have more than one options for the same problem list the options one by one along with the advantages and disadvantages of each option. Finally, conclude the question by comparing the option and write the best option among the listed option and support your conclusion.

Eg. Refer this case MAKAR Gained p rofit by missed opportunity & lost wealth

In this case, if the question is like “what would have Makar done to save the company without removing the employees”

A. Expanding the business B. Expanding the market C. Lease a part of a production plant to another company D. Close the plant partially

Now take each option and write its advantage and disadvantage (Like)

Give your first pro. This is the second pro

Your first cons. Write the second cons

Write one cons and followed by pros

Write second cons followed by pros

And Continue for other options.

Finally, conclude the best option and support your answer.

This method if written properly neatly and cleanly will fetch you more marks.

Hence you can follow any of the above-said methods to solve a case study in Management if no specific method is mentioned in the question paper. In each method give an introduction and complete with a conclusion. And underline where ever required. And fetch more marks in Cases. you can check free case studies here

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