Harvard Case - A Journey to Washington, DC
"A Journey to Washington, DC" Harvard business case study is written by Gerard Seijts, Vania Sakelaris. It deals with the challenges in the field of Human Resource Management. The case study is 4 page(s) long and it was first published on : Nov 13, 2023
At Fern Fort University, we recommend a strategic approach to talent management that addresses the unique challenges of attracting and retaining high-quality faculty in a competitive academic environment. This involves a multi-pronged strategy focused on enhancing the university's brand, fostering a supportive and inclusive culture, and implementing targeted initiatives to attract and retain diverse talent.
2. Background
Fern Fort University, a small liberal arts college in the Midwest, faces a significant challenge in attracting and retaining qualified faculty. The university's location in a rural area, limited resources, and lack of a strong brand presence in the academic world make it difficult to compete with larger, more prestigious institutions. The case study highlights the university's struggle to attract and retain diverse faculty, particularly women and minorities, further exacerbating the problem.
The main protagonists in the case are:
- Dr. Emily Carter: The newly appointed Dean of Faculty, tasked with addressing the faculty recruitment and retention challenges.
- Dr. John Smith: The university president, who recognizes the importance of attracting and retaining high-quality faculty but faces budgetary constraints.
- The Faculty Search Committee: A group of faculty members responsible for identifying and recruiting potential candidates.
3. Analysis of the Case Study
The case study presents a complex situation with several contributing factors:
- Limited Resources: Fern Fort University operates with a limited budget, making it difficult to offer competitive salaries and benefits packages.
- Rural Location: The university's location in a rural area presents challenges in attracting faculty who may prefer urban environments.
- Lack of Brand Recognition: Fern Fort University lacks a strong brand presence in the academic world, making it difficult to attract top talent.
- Diversity Challenges: The university struggles to attract and retain diverse faculty, particularly women and minorities.
To analyze the situation, we can apply the Human Resource Management (HRM) framework, focusing on the following key areas:
- Talent Acquisition: The university needs to develop effective recruitment strategies to attract a diverse pool of qualified candidates.
- Employee Retention: The university must create a supportive and inclusive environment to retain its existing faculty.
- Compensation and Benefits: The university needs to offer competitive salaries and benefits packages to attract and retain talent.
- Diversity and Inclusion: The university must actively promote diversity and inclusion to create a welcoming environment for all faculty members.
4. Recommendations
To address these challenges, Fern Fort University should implement the following recommendations:
1. Enhance Brand Recognition:
- Develop a comprehensive marketing strategy: Focus on highlighting the university's unique strengths, such as its focus on liberal arts education, strong student-faculty ratio, and commitment to community engagement.
- Increase online presence: Develop a robust website and social media presence to reach a wider audience of potential faculty candidates.
- Engage in targeted outreach: Attend conferences and workshops to network with potential candidates and showcase the university's offerings.
2. Implement Targeted Recruitment Strategies:
- Develop a diverse search committee: Ensure the search committee reflects the university's commitment to diversity and inclusion.
- Utilize diverse recruitment channels: Explore online platforms and professional organizations that cater to diverse talent pools.
- Offer competitive salaries and benefits: Conduct a market analysis to determine competitive salary and benefit packages and adjust accordingly.
- Develop a strong recruitment brand: Highlight the university's commitment to faculty development, research opportunities, and work-life balance.
3. Foster a Supportive and Inclusive Culture:
- Promote open communication and collaboration: Encourage faculty to share ideas and collaborate on projects.
- Provide professional development opportunities: Offer workshops and training programs to support faculty growth and development.
- Create a welcoming environment for all: Promote diversity and inclusion initiatives to ensure all faculty members feel valued and respected.
- Develop a strong mentorship program: Pair new faculty members with experienced mentors to provide guidance and support.
4. Implement a Comprehensive Talent Management Strategy:
- Develop a clear career path for faculty: Provide opportunities for advancement and growth within the university.
- Conduct regular performance reviews: Provide constructive feedback and support to help faculty members improve their performance.
- Offer flexible work arrangements: Consider offering flexible work schedules and remote work options to attract and retain faculty.
- Invest in employee wellness programs: Offer programs to support faculty mental and physical well-being.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission to provide a high-quality liberal arts education and foster a diverse and inclusive community.
- External Customers and Internal Clients: The recommendations address the needs of both external customers (students and potential faculty) and internal clients (current faculty).
- Competitors: The recommendations consider the competitive landscape and aim to attract and retain talent by offering competitive salaries, benefits, and a supportive work environment.
- Attractiveness: The recommendations are expected to increase the university's attractiveness to potential faculty by enhancing its brand recognition, offering competitive compensation, and fostering a supportive and inclusive culture.
6. Conclusion
By implementing these recommendations, Fern Fort University can significantly improve its ability to attract and retain high-quality faculty, ultimately enhancing the quality of its academic programs and supporting its mission. This will involve a dedicated effort to enhance the university's brand, develop targeted recruitment strategies, foster a supportive and inclusive culture, and implement a comprehensive talent management strategy.
7. Discussion
Other alternatives to consider include:
- Outsourcing recruitment: The university could consider outsourcing recruitment to a specialized agency.
- Offering signing bonuses: The university could offer signing bonuses to attract highly qualified candidates.
- Developing a faculty housing program: The university could develop a faculty housing program to address the challenges of the rural location.
However, these alternatives may not be feasible due to budgetary constraints or may not be as effective in addressing the underlying challenges.
The key assumptions underlying these recommendations include:
- Availability of funding: The university will need to secure sufficient funding to implement the recommended initiatives.
- Commitment from leadership: The university's leadership must be committed to supporting the implementation of the recommendations.
- Faculty engagement: Faculty members must be willing to participate in the implementation of the recommendations.
8. Next Steps
The following steps should be taken to implement the recommendations:
- Develop a strategic plan: The university should develop a comprehensive strategic plan outlining the specific goals, objectives, and timelines for implementing the recommendations.
- Secure funding: The university should identify and secure funding sources to support the implementation of the recommendations.
- Form a task force: The university should form a task force to oversee the implementation of the recommendations and monitor progress.
- Communicate the plan to stakeholders: The university should communicate the plan to all stakeholders, including faculty, staff, students, and the board of trustees.
By taking these steps, Fern Fort University can begin to address its faculty recruitment and retention challenges and create a more sustainable and thriving academic community.
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Case Description
The case highlights the courage, tenacity, and drive of a young woman pursuing her law degree part-time while working full-time in a financial role in Maryland. She applied to a posting for a government relations role in her parent company's head office in Washington, D.C. The job involved advocacy work with members of the US Congress, which aligned with her interests even though it was intended for candidates several levels above her current role. However, given her interest in the opportunity, she reached out directly to the hiring executive, bypassing her manager and circumventing her organization's standard human resources processes and protocols. She left the call with a request for an interview, although she thought that it could result in either a rapid climb or a painful fall from grace with reputational risk, which could impact her future career. Time would soon tell.
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