{"id":48,"date":"2010-11-23T15:20:02","date_gmt":"2010-11-23T20:20:02","guid":{"rendered":"https:\/\/www.bu.edu\/hrpi\/?page_id=48"},"modified":"2018-09-26T14:46:00","modified_gmt":"2018-09-26T18:46:00","slug":"case-studies","status":"publish","type":"page","link":"https:\/\/www.bu.edu\/hrpi\/member-portal\/resources\/case-studies\/","title":{"rendered":"Case Studies & Publications"},"content":{"rendered":"

HRPI cases examine innovative practices and strategic issues in human resources management. Our cases are used in undergraduate, MBA, and executive developmental programs across the country. You can order a copy of our cases by calling us at (617) 353-3304, or emailing our office<\/a>.<\/p>\n

Sandwood & Wallace: Attracting and Retaining Talent in South Africa (A)<\/b>
\nInternational Human Resources Management, Talent Management
\nWritten By: Lindsay Hoag<\/p>\n

This case examines the challenges a company faces in implementing a global human resources strategy in South Africa.\u00a0 The first priority of the Senior Vice President of Human Resources over the next two years is to transition out expatriate talent in Johannesburg and replace them with local talent.\u00a0 At the same time, S&W needs to retain its experienced local talent in a fluid market environment where other companies in South Africa are willing to double the pay S&W could offer.\u00a0 Unlike in the United States and Europe, where the market was mature, and salaries were known, the fluid nature of the market in South Africa made retention of managerial level talent a major challenge.\u00a0 The Senior Vice President of HR must think creatively about what talent management strategies the company can utilize to not only attract experienced local talent, but also to retain talent to maintain a stable operating environment in South Africa.<\/p>\n

eWorking at Blue Cross Blue Shield of Massachusetts<\/strong>
\nTelework, Remote Workforce, Human Resources, Technology
\nWritten by: Lindsay Hoag, Fred K. Foulkes<\/p>\n

This case examines eWorking at Blue Cross Blue Shield of Massachusetts (BCBSMA). eWorking is the capability to work seamlessly from home electronically, full-time (five days) when it meets both the needs of the business and the needs of the employee. In 2004, BCBSMA allowed a limited number of associates to work from home on a permanent basis. Two years later, after many requests from leaders and associates alike, the collaborative efforts of the human resources, information technology and finance departments resulted in a formal corporate wide eWorking program available to any business unit interested in participating. By September 2010, over 20% of BCBSMA\u2019s 3,600 associates were eWorkers.<\/p>\n

Who is Jake Gladeston?<\/strong>
\nSocial Media, College Recruiting
\nWritten By: Amy Gannon, Fred K. Foulkes<\/p>\n

Eva Lang, the senior manager for the Northeast region of TechConsulting, sat in her office staring out the window at the lunchtime bustle of downtown.\u00a0 Eva had just returned from a long conversation with Mark Jeffing, the human resources manager for her department.\u00a0 Over the past two months Eva and her team had been interviewing candidates for a key entry-level position in her group.\u00a0 She thought she had finally found the perfect candidate when she interviewed Jake Gladeston, a senior at Allston University who was majoring in Business.\u00a0 Jake had the right education and experience, and seemed to have a style and personality that would fit well within the TechConsulting culture.\u00a0 Yet, after a member of the interview team drew her attention to Jake\u2019s webpage, she began to reconsider her initial assessment.<\/p>\n

Molex Automotive (A), (B), (Teaching Note)<\/strong>
\nInternational Human Resources Management, Risk Management
\nWritten By: Lindsay Hoag, Fred K. Foulkes<\/p>\n

The major events of this case take place during late 2008 and early 2009.\u00a0 Due to the global economic downturn and a global reorganization taking place at the United States based Molex Corporation, Molex decides in October 2008, to close its French manufacturing plant located in Villemur-sur-Tarn and layoff 281 plant workers.\u00a0 By April 2009, plant workers were increasingly frustrated with Molex management and the Molex proposed social plan required by French law when a company decides to close a plant.\u00a0 During a Molex management meeting on April 20, 2009, to discuss worker layoffs, plant workers asked the French plant manager to leave and they took hostage Marcus Kerriou, the Vice President of Corporate Human Resources for Molex Europe, and Coline Colboc, the Manager of Human Resources for Villemur.\u00a0 The case ends with Molex CEO, Martin Slark, and his team in Lisle, IL, sitting down to consider options on how to safely release the two executives.<\/p>\n

Morgan Stanley – Andy Xie<\/strong>
\nInternational Human Resources, Technology
\nWritten By: Amy Gannon, Fred K. Foulkes<\/p>\n

This case study brings to light an instance where conflict may arise between the organizational culture and local culture AND\/OR between the cultures of different countries in which an organization operates.\u00a0 In this case, Andy Xie sent an e-mail to a few colleagues.\u00a0 Within days, the e-mail was distributed broadly within and outside the organization, to the media, and even posted on the internet.\u00a0 What started as just a quick sharing of thoughts and impressions became a permanent, public document available for anyone to read. By using e-mail as a means of conversation, Andy Xie put his career and his company in jeopardy.\u00a0 Yet his offense – sharing personal opinions with colleagues in an e-mail – is not uncommon.\u00a0 Many people who use e-mail have probably sent private messages that would have negative consequences if they were shared publicly.<\/p>\n","protected":false},"excerpt":{"rendered":"

HRPI cases examine innovative practices and strategic issues in human resources management. Our cases are used in undergraduate, MBA, and executive developmental programs across the country. You can order a copy of our cases by calling us at (617) 353-3304, or emailing our office. Sandwood & Wallace: Attracting and Retaining Talent in South Africa (A) […]<\/p>\n","protected":false},"author":1458,"featured_media":0,"parent":809,"menu_order":3,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/pages\/48"}],"collection":[{"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/users\/1458"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/comments?post=48"}],"version-history":[{"count":19,"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/pages\/48\/revisions"}],"predecessor-version":[{"id":655,"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/pages\/48\/revisions\/655"}],"up":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/pages\/809"}],"wp:attachment":[{"href":"https:\/\/www.bu.edu\/hrpi\/wp-json\/wp\/v2\/media?parent=48"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}