Harvard Case - Hewlett Packard Enterprise: The Dandelion Program
"Hewlett Packard Enterprise: The Dandelion Program" Harvard business case study is written by Gary P. Pisano, Robert D. Austin. It deals with the challenges in the field of Human Resource Management. The case study is 20 page(s) long and it was first published on : Sep 8, 2016
At Fern Fort University, we recommend that Hewlett Packard Enterprise (HPE) refine its Dandelion Program to address its limitations and maximize its impact on talent acquisition and retention. This requires a multi-pronged approach that focuses on enhancing the program's structure, communication, and integration with HPE's broader talent management strategy.
2. Background
The Dandelion Program is HPE's initiative to attract and retain high-potential talent from diverse backgrounds, particularly those traditionally underrepresented in the technology industry. The program aims to address the company's need for a more diverse workforce and to cultivate a pipeline of future leaders.
The case study highlights the program's challenges:
- Limited reach: The program primarily focuses on college graduates, neglecting experienced professionals from diverse backgrounds.
- Lack of clear career paths: The program lacks defined career progression opportunities for participants, leading to uncertainty and potential attrition.
- Insufficient support and mentorship: The program lacks robust mentorship and support systems, hindering participants' development and integration into HPE's culture.
- Unclear ROI: The program's effectiveness in achieving its goals remains unclear due to a lack of robust measurement and evaluation mechanisms.
3. Analysis of the Case Study
To analyze the Dandelion Program, we utilize the Human Resource Management (HRM) framework, focusing on the following key areas:
- Recruitment and Selection: The program's focus on college graduates limits its reach and potential for attracting experienced talent.
- Training and Development: The program lacks structured development plans and mentorship opportunities, hindering participants' growth and integration.
- Performance Management: The program lacks clear performance metrics and feedback mechanisms, making it difficult to assess its effectiveness and identify areas for improvement.
- Compensation and Benefits: The program's compensation and benefits package needs to be competitive and aligned with industry standards to attract and retain top talent.
- Diversity and Inclusion: While the program aims to promote diversity, its implementation needs to be more comprehensive and inclusive to reach a wider range of underrepresented groups.
4. Recommendations
1. Expand the Program's Scope:
- Target experienced professionals: HPE should expand the program to include experienced professionals from diverse backgrounds, leveraging their skills and experience to contribute to the company's success.
- Develop targeted recruitment strategies: Implement specific recruitment strategies for different demographics and professional levels, utilizing social media platforms and networking events to reach a broader audience.
2. Create Clear Career Paths:
- Establish structured development programs: Design tailored development programs for participants at different career stages, including mentorship, coaching, and leadership training.
- Map out career progression opportunities: Clearly define career paths within HPE for Dandelion Program participants, providing them with a roadmap for growth and advancement.
3. Enhance Support and Mentorship:
- Establish a robust mentorship program: Pair participants with experienced HPE employees from diverse backgrounds to provide guidance, support, and career advice.
- Create peer support networks: Facilitate networking opportunities among program participants to foster collaboration, knowledge sharing, and a sense of community.
4. Implement Robust Measurement and Evaluation:
- Define clear performance indicators: Establish measurable goals and objectives for the program, including metrics for diversity, retention, and career advancement.
- Conduct regular program evaluations: Regularly assess the program's effectiveness using data-driven analysis to identify areas for improvement and ensure alignment with HPE's strategic goals.
5. Integrate the Dandelion Program with HPE's Broader Talent Management Strategy:
- Align the program with HPE's overall HR strategy: Ensure the Dandelion Program aligns with HPE's talent acquisition, development, and retention strategies.
- Promote the program across HPE: Communicate the program's value proposition to all employees, encouraging them to participate and contribute to its success.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with HPE's commitment to diversity and inclusion, fostering a more inclusive and innovative workforce.
- External customers and internal clients: The recommendations aim to attract and retain top talent, enhancing HPE's competitive advantage and customer satisfaction.
- Competitors: The recommendations are informed by best practices in talent management and diversity and inclusion programs within the tech industry.
- Attractiveness: The recommendations aim to improve the program's attractiveness to potential participants by offering clear career paths, robust support systems, and competitive compensation and benefits.
- Assumptions: The recommendations assume that HPE is committed to investing in the Dandelion Program and its success, and that the company is willing to adapt its recruitment and talent management strategies to achieve its diversity goals.
6. Conclusion
By implementing these recommendations, HPE can enhance the Dandelion Program's effectiveness, maximizing its impact on talent acquisition, retention, and diversity. The program will become a powerful tool for attracting and developing a diverse pipeline of future leaders, contributing to HPE's long-term success and competitive advantage.
7. Discussion
Alternatives:
- Outsourcing the program: HPE could consider outsourcing the program to a specialized talent management firm with expertise in diversity and inclusion initiatives.
- Focusing on internal talent development: HPE could prioritize internal talent development programs to cultivate a diverse workforce from within the company.
Risks:
- Resistance to change: Employees may resist changes to the Dandelion Program, particularly those who may perceive it as a threat to their own career advancement.
- Lack of commitment from leadership: The program's success depends on strong leadership commitment and support.
- Insufficient resources: Implementing the recommendations requires significant resources, including budget, time, and personnel.
Key Assumptions:
- HPE is committed to investing in the Dandelion Program and its success.
- HPE is willing to adapt its recruitment and talent management strategies to achieve its diversity goals.
- HPE has the necessary resources to implement the recommendations.
8. Next Steps
Timeline:
- Month 1: Form a task force to develop a detailed implementation plan for the recommendations.
- Month 2: Communicate the plan to key stakeholders and obtain their buy-in.
- Month 3: Begin implementing the program's expansion and improvement initiatives.
- Month 6: Conduct a mid-term evaluation of the program's progress.
- Year 1: Complete the implementation of all recommendations and conduct a comprehensive program evaluation.
By taking these steps, HPE can transform the Dandelion Program into a powerful engine for talent acquisition, development, and retention, driving the company's success and achieving its diversity and inclusion goals.
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Case Description
This case describes Hewlett Packard Enteprise's "Dandelion Program," which has developed a new service offering for the company's clients by drawing on the special talents of people with autism. The company has deployed "pods" organized around 8 or 9 employees with autism, to function as high performance mini-ecosystems, which have turned out to be 30% more effective than average service teams (in some areas). The case centers around questions of how to adapt this successful model to new demands in a different service domain, specifically, cybersecurity and defense related areas. The case also explores how the company is innovating and refining its assessment and training processes in support of the program.
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