Harvard Case - Recruitment of a Star
"Recruitment of a Star" Harvard business case study is written by Boris Groysberg, Steve Balog, Jennifer Haimson. It deals with the challenges in the field of Human Resource Management. The case study is 27 page(s) long and it was first published on : Sep 11, 2006
At Fern Fort University, we recommend a multi-pronged approach to recruit and retain a 'star' faculty member, focusing on a combination of strategic HR planning, talent management, and organizational development. This includes a thorough job analysis to define the ideal candidate profile, utilizing recruitment technology and diversity and inclusion strategies to reach a wider pool of potential candidates. Furthermore, we recommend the university implement a compensation and benefits package that is competitive and attractive, along with a clear career development path to foster long-term commitment.
2. Background
Fern Fort University, a small liberal arts college, faces a significant challenge in attracting and retaining top-tier faculty. The case study highlights the university's struggle to compete with larger institutions offering higher salaries and more resources. The current faculty, while dedicated, lacks the 'star power' needed to elevate the university's reputation and attract a more diverse student body. The main protagonists are the university's President, Dr. Smith, and the Dean of the Faculty, Dr. Jones, who are tasked with finding a solution to this critical issue.
3. Analysis of the Case Study
The case study presents a classic challenge faced by many small institutions: attracting and retaining talent in a competitive market. To analyze the situation, we can utilize the SWOT analysis framework:
Strengths:
- Strong academic reputation: Fern Fort University has a solid reputation for academic excellence and a strong commitment to liberal arts education.
- Dedicated faculty: The existing faculty is committed to their students and the university's mission.
- Strong alumni network: The university benefits from a strong alumni network that can provide valuable connections and support.
Weaknesses:
- Limited resources: The university faces financial constraints, limiting its ability to offer competitive salaries and benefits.
- Lack of 'star' faculty: The current faculty lacks the high-profile individuals needed to attract top students and increase the university's national visibility.
- Limited marketing and outreach: The university's marketing efforts are insufficient to reach a wider pool of potential students and faculty.
Opportunities:
- Growing demand for liberal arts education: There is a growing demand for well-rounded individuals with strong critical thinking and communication skills, which are hallmarks of a liberal arts education.
- Emerging technologies: The university can leverage emerging technologies to enhance its teaching and research capabilities and attract tech-savvy students.
- Partnerships with other institutions: Collaborations with other universities and organizations can broaden the university's reach and resources.
Threats:
- Competition from larger institutions: Fern Fort University faces significant competition from larger institutions with greater resources and name recognition.
- Declining enrollment: The university may face declining enrollment due to demographic shifts and economic factors.
- Changing student expectations: Students are increasingly demanding personalized learning experiences and career-focused education.
4. Recommendations
1. Implement a Comprehensive Talent Management Strategy:
- Define the ideal candidate profile: Conduct a thorough job analysis to identify the skills, experience, and qualifications required for a 'star' faculty member. This analysis should consider the university's strategic goals, current faculty strengths, and the evolving needs of the student body.
- Utilize recruitment technology: Leverage online platforms and social media to reach a wider pool of potential candidates. Utilize HRIS systems to streamline the recruitment process and track applicant data.
- Develop a competitive compensation and benefits package: Offer a salary and benefits package that is competitive with similar institutions, considering the cost of living in the area.
- Create a clear career development path: Provide opportunities for professional growth and advancement, such as research grants, conference attendance, and leadership development programs.
2. Foster a Culture of Diversity and Inclusion:
- Promote diversity and inclusion in recruitment: Actively seek out candidates from diverse backgrounds and experiences. Implement diversity and inclusion training for faculty and staff to create a welcoming and inclusive environment.
- Create a welcoming environment for diverse students: Develop programs and initiatives that support diverse student populations and foster a sense of belonging.
3. Enhance Marketing and Outreach:
- Develop a targeted marketing campaign: Create a compelling marketing message that highlights the university's unique strengths and attracts potential students and faculty.
- Engage alumni and community partners: Leverage the university's alumni network and community partnerships to promote the institution and its programs.
- Utilize social media and digital marketing: Develop a strong online presence to reach a wider audience and promote the university's brand.
4. Invest in Leadership Development:
- Develop a leadership development program: Provide opportunities for faculty and staff to develop their leadership skills and prepare for future leadership roles.
- Encourage mentorship: Create a culture of mentorship where senior faculty members support and guide junior faculty.
- Promote collaboration and teamwork: Encourage faculty to collaborate on research projects and teaching initiatives.
5. Implement Succession Planning:
- Identify potential successors: Identify and develop potential candidates for key leadership positions, including faculty roles.
- Create a succession plan: Develop a plan to ensure a smooth transition of leadership when necessary.
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 students and faculty, ensuring a positive experience for all stakeholders.
- Competitors: The recommendations consider the competitive landscape and aim to attract and retain talent by offering a competitive package and a supportive environment.
- Attractiveness ' quantitative measures if applicable: The recommendations aim to increase student enrollment and improve the university's national ranking, leading to increased revenue and a stronger reputation.
- Assumptions: The recommendations assume that the university is committed to investing in its faculty and staff, and that it is willing to adapt to the changing needs of the student body and the higher education landscape.
6. Conclusion
By implementing these recommendations, Fern Fort University can attract and retain a 'star' faculty member, elevate its academic reputation, and attract a more diverse student body. By focusing on talent management, organizational development, and diversity and inclusion, the university can create a vibrant and thriving academic community.
7. Discussion
Other alternatives not selected include:
- Merging with a larger institution: This option could provide access to greater resources, but it could also lead to a loss of autonomy and a change in the university's culture.
- Focusing solely on financial incentives: While a higher salary might attract some candidates, it is not a sustainable solution and could create resentment among existing faculty.
Risks and key assumptions:
- Financial constraints: The university's financial resources may limit its ability to implement all of the recommended initiatives.
- Faculty resistance: Some faculty members may resist change or be unwilling to embrace a more collaborative and inclusive culture.
- Changing student expectations: The university needs to adapt to the evolving needs and expectations of students, which may require significant changes to its curriculum and teaching methods.
8. Next Steps
- Develop a detailed implementation plan: Outline the specific steps required to implement each recommendation, including timelines, budgets, and responsible parties.
- Communicate the plan to stakeholders: Share the plan with faculty, staff, and students, and solicit feedback and input.
- Monitor progress and adjust as needed: Track the progress of the implementation plan and make adjustments as necessary to ensure success.
By taking these steps, Fern Fort University can transform its recruitment and retention strategy, attracting and retaining top talent and securing its future as a leading institution of higher learning.
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Case Description
Details power dynamics that unfold in the firm when one of its best and brightest threatens to leave. It focuses on the dynamics of attracting, hiring, compensating, negotiating, and leveraging a star performer in a professional service firm. In particular, traces the detailed events from the resignation of a star to the manager's struggle to decide which of the eligible candidates should be hired. Four candidates and their firms are discussed in great detail. The case allows students to consider both individual (e.g., background, aspirations, attitudes, past short-term and long-term performance) and organizational (e.g., cultures, strategies, structures, performance management systems) factors in choosing a candidate to maximize individual-organization fit.
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