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RESEARCH PROJECT NCWEB

The document outlines three case studies focused on recruitment strategies, training and development, and HR competencies in organizations facing various challenges. Each case study presents specific scenarios, identifies problems, and poses research questions aimed at exploring effective solutions. The overarching themes include improving talent acquisition, enhancing employee training, and developing strategic HR roles to address organizational issues.

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khushisoni28723
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65 views

RESEARCH PROJECT NCWEB

The document outlines three case studies focused on recruitment strategies, training and development, and HR competencies in organizations facing various challenges. Each case study presents specific scenarios, identifies problems, and poses research questions aimed at exploring effective solutions. The overarching themes include improving talent acquisition, enhancing employee training, and developing strategic HR roles to address organizational issues.

Uploaded by

khushisoni28723
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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RESEARCH PROJECT

Attempt any one of the above case studies and elaborate on key concepts mentioned in study and
answer the specific research questions

Case Study 1: The Effectiveness of Recruitment Strategies in Attracting and Retaining Talent

Scenario:

XYZ Corporation, a mid-sized financial services firm, has been struggling with hiring skilled
professionals despite offering competitive salaries and benefits. The company’s traditional
recruitment strategies include:

 Posting job vacancies on online job portals

 Conducting campus recruitment drives

 Relying on employee referrals

However, HR managers report long hiring cycles, high offer rejection rates, and low retention rates
(within the first year of hiring). Candidates often complain about lengthy interview processes, lack
of career growth clarity, and non-competitive skill development programs.

To address these challenges, the company recently introduced:

 AI-powered applicant tracking systems (ATS) for shortlisting candidates

 Employer branding campaigns to improve the company’s image

 Structured onboarding programs to enhance the new hire experience

Despite these improvements, recruitment challenges persist, and employee turnover remains high.

Research Questions:

1. What are the key factors influencing job seekers’ decisions to join or reject an offer at XYZ
Corporation?

2. How do traditional recruitment methods compare to modern approaches (AI recruitment,


social media hiring, etc.) in attracting top talent?

3. How effective are onboarding programs in improving new employee engagement and
retention?

4. What role does employer branding play in influencing recruitment success?

5. How can HR reduce hiring time, enhance candidate experience, and improve retention
through better recruitment strategies?

Case Study 2: The Impact of Training and Development on Employee Performance and Career
Growth

Scenario:
ABC Manufacturing Ltd. has been facing challenges in upskilling its workforce to meet the changing
demands of automation and digitalization in the manufacturing sector. Employees have reported that
the existing training programs are:

 Generic and outdated, not aligned with current industry needs

 Focused more on theoretical learning rather than practical skills

 Not customized for different employee experience levels

To address this, the company introduced:

 Customized training modules based on job roles

 Blended learning approaches (online and in-person workshops)

 On-the-job training (OJT) with mentorship programs

However, some employees still feel that the training sessions are time-consuming, and managers
have not seen a significant improvement in work performance and productivity.

Research Questions:

1. How does employee training impact job performance and skill development?

2. What are the challenges faced by employees and HR in implementing effective training
programs?

3. How can companies balance productivity and training schedules without disrupting
workflow?

4. What role does technology (e-learning, virtual simulations, AI-driven training modules) play
in enhancing training effectiveness?

5. What are the best strategies for measuring the return on investment (ROI) of training
programs?

Case 3-Essential Competencies of an HR Manager in a Changing Business Environment

Scenario:

XYZ Pvt. Ltd., a fast-growing multinational company, has been struggling with employee
dissatisfaction, low engagement levels, and increasing conflicts between teams. Employees feel
that the HR department is not responsive enough and lacks strategic vision in handling workplace
challenges.

The HR Manager, Ms. Ananya Sharma, has been leading the HR team for the past five years. While
she is highly experienced in recruitment and policy-making, she faces difficulties in:

 Handling conflicts and workplace grievances effectively

 Implementing employee engagement and motivation strategies

 Using HR analytics to make data-driven decisions

 Aligning HR strategies with long-term business goals


The company’s CEO believes that HR should play a more strategic role rather than just handling
administrative tasks. The CEO has asked HR to implement leadership development programs,
culture transformation initiatives, and technology-driven HR solutions.

Research Questions:

1. What are the key competencies required for an HR manager to effectively lead an
organization?

2. How can HR managers balance administrative tasks with strategic HR roles?

3. What role do emotional intelligence, conflict resolution, and leadership skills play in HR
management?

4. How can HR professionals use HR analytics and data-driven decision-making to improve


workforce management?

5. What training and development programs can enhance the competencies of HR managers
to meet modern business challenges?

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