Case Grading Rubric

MAN 3301 Human Resource Management Dr. Jerry Schoenfeld A Model For Analyzing Cases In Human Resource Management Purpose of Cases A part is a pen description of events and activities that wee taken place in an judicature. Cases let you to experience a different kind of learning learning by doing. They ar int fetch uped to give you an opportunity to actively experience the domain and complexity of the issues facing practicing mangers and homo preference executives.While other disciplines like somatic science allow you to test theories in a laboratory, per act uponing a grounds epitome allows you to apply human resource commission theories to unique(predicate) administrational problems. Completing a scale analysis entrust assistance you develop your analytical and problem-solving skills. Cases en satisfactory you to analyze organization problems and to generate solutions base on your understanding of theories and models of impressive human resource management (HRM) . both a finale- manufacturing business and an evaluator access atomic number 18 used in cases.In the termination-maker approach, the immemorial goal is to sort out discipline given and to take aim a viable solution to the problems(s) identified. In the evaluator approach, the human resource management decisions let already been implemented, and the primary goal is to appraise outcomes and consequences and to propose substitute(a) solutions. For this case assignment you will be in the decision-maker role. Student eagerness of Written Cases There are any number of possible approaches to analyzing a case. The most important point to remember is that case analysis involves decision making.There is no absolutely right or wrong solution to a case problem. Your major task as a decision maker is to present a coherent and defensible analysis of the situation establish on human resource management concepts and theories. Just as managers in the real world essential persuade their colleagues and superiors that their proposals are sound, so must you persuade your fellow students and your instructor that your analysis of the case and proposed solution are the best. You should follow a few preliminary step so wholenessr preparing your indite analysis. First, give the case a general reading to get an boilersuit sense of the situation.Put it aside for a while, then read it a endorse time and make nones on the critical facts. Case facts provide development and data on attitudes and values, relative power and influence, the nature and quality of relationships, the organizations accusatorys and human resource management policies/functions, and other pertinent aspects of the organization. throttle two key questions in brain as you review the facts of the case First, are there discernible patterns in the facts? Second, what can be inferred close human resource management practices in this organization from the facts presented?You should attempt to classify, s ort, and evaluate the information you hold in identified in this preliminary step. Once you have a clear understanding of the critical facts in the case, you can curry your create verbally analysis using the five-step model that follows. Written Case abstract Model Please follow these five steps in your written case analysis. Please have a separate division presence for each of these five steps along with a brief gate and conclusion. Your completed case should be no longer then 10 double-spaced pages using 12-point font. It should be well written and free of well-formed errors.Step 1. Problem Identification. The first step in your written analysis is to explicitly identify the major problem(s) in the case in one or two clear and precise sentences. For example, The major problem in this case is a 15 percent increase in employee turn everywhere compared to withstand years rate. Herbert Simon, who received a Nobel Prize for his work on management decision-making, has defined a problem as a leaving from a standard. In other words, one way to identify a problem is to compare round desired state or objective with the material situation. A problem or series of problems may revent the organization from reaching its objectives or goals. A key point here is that in order to define a problem, there must be some type of standard for comparison. Possible standards include the organizations declared objectives or goals, objectives or goals of competing organizations, or standards based on normative prescriptions from human resource management theory. Note While you may be able to identify more then one problem in the appoint case. State clearly what is the main problem and complete subsequent steps in relation to this problem. Step 2. Identify the Causes of the Problem.Before proposing alternative solutions, the decision maker must have a clear understanding of the underlying sticks of the problem. HRM problems are ordinarily embedded in a larger context. This means the decision maker must examine internal and external environmental factors over time to isolate causal factors. Causes of problems tend to be historical in nature. To formulate a solid understanding of the specific causes, you should search for root word causes and use relevant course concepts and theories to better define them. The question syndrome approach may be beneficial here Why did the problem communicate? When did it begin?Where does it occur? Where doesnt it occur? What effective HRM practices should the organization be using? What has the organization failed to do? What are the antecedents of the problem? Posing these questions will help you to probe beyond the symptoms to the root cause of the problem. The dish out of identifying the cause of a problem is very ofttimes like hypothesis testing. You should rate forth possible causes and then test them against the facts in the case. In piece of writing this persona, it is important to present a plausible discussion of the causes so as to convince the reader that your analysis is correct. Step 3. Alternative Solutions.This step involves underdeveloped alternative solutions and evaluating their contributions to resolving the problem(s) identified. Proposed alternatives should be consistent with the problems(s) and cause(s) identified. You should develop at least three possible alternatives in addition to those offered within the case. You may propose more than three. List each of your alternatives and the advantages and disadvantages associated with each. Keep the following criteria in mind as you evaluate your alternatives time constraints, feasibility, cost, contribution to meeting the organizations objectives, and possible negative side effects.Developing a list of good alternatives involves creativeness and avoiding preconceived attitudes and assumptions. It may be useful to brainstorm possible solutions before weighing their advantages and disadvantages. Note Your alternatives should cover the entire domain of human resource management functional activities. However, it is important that you do not combine several(a) activities into one alternative. For example, you should pep up that the hospital pay more, offer more benefits, legislate their selection process, and provide more training all within one alternative.Step 4. Select the Best Alternative. Indicate the one alternative you have chosen that best solves the problem. It is important here to vindicatoryify why you chose a event solution and why it will best resolve the problem(s). Again, I bonk that doing more then one alternative would be better. But if you have to choose just one alternative (and you must choose just one), which one offers the greatest potential benefits toward addressing the problem(s). Step 5. Implementation Steps. Now that you have a solution, you must develop allow for follow up plans to implement it.In this section of your written analysis, you want to specify, as mu ch as possible, what should be done, by whom, when, where, and in what sequence. For example Who should implement the decision? To whom should it be communicated? What actions need to be taken now? What actions need to be taken later? If you recommend that the organization revise its performance appraisal process, give as much detail as possible on the content of the revisions. Finally, in this section you should also indicate follow-up procedures to monitor the implementation of your solution to examine that the intend actions are taken and that the roblem is corrected. While these steps have been presented in linear fashion, case analysis does not involve linear thinking. You will probably find yourself thinking about all of the parts of the analysis simultaneously. This is perfectly normal and underscores the complexity of decision-making. To present a clear written analysis, however, it is important to write up your report in the analytical form just described. As you gain expe rience with the case method, you will end the course with a better understanding of both your problem-solving ability and effective human resource management practices.Pitfalls in Analysis Amateurs at case analysis often encounter the pitfall of jumping to a conclusion, which in effect bypasses analysis. For example, a student may readily observe some overt behavior, quickly identify it as objectionable and, therefore, assume it is a basic problem. Later, with some dismay, the student may discover that the prescribed action had no effect on the problem and that the objectionable behavior was totally a symptom and not the actual problem.Another common mistake is for students to revoke a case because they think there is insufficient information. All enviable or useful information is seldom available for analyzing and resolving actual problems in real organizations. Consequently, managers must do the best they can with the information available to them. Furthermore, the main issue i n solving the problems of many organizations is to project what additional and relevant information is available or can be obtained before adequate analysis can be made and appropriate action taken.If additional information is available, the manager must decide whether it is expense getting, whether it is meaningful and relevant, and whether it can be secured in time to be useful. Thus, an evident lack of information in cases is actually a reflection of the worldly concern that students must learn to accept and overcome. Students occasionally search for the right execute or solutions to cases and sometimes they ask their instructor what actually happened in a case. Although some answers or solutions are better than others, there are no right answers or solutions.What actually happened in a case is usually irrelevant the focus of case study should be on the process of analysis, the diagnosis of problems, and the prescription of remedial action rather than on the husking of ans wers or end results. Many of the cases were in the process of being study and resolved at the time the pieces were written. Consequently, the real life outcomes are not always available. Although some of the cases do include what happened, no case is intended to illustrate either right or wrong, effective or inefficient solutions to human resource management problems.