Harvard Case - Sara Tsien
"Sara Tsien" Harvard business case study is written by Jeffrey Gandz, Elizabeth Spracklin. It deals with the challenges in the field of Human Resource Management. The case study is 7 page(s) long and it was first published on : Apr 15, 2010
At Fern Fort University, we recommend a comprehensive approach to address Sara Tsien's challenges, focusing on talent management, organizational development, and leadership development. This includes:
- Implementing a robust talent management strategy to attract, retain, and develop high-performing individuals.
- Investing in leadership development programs to cultivate strong leaders who can effectively manage change and foster a positive work environment.
- Promoting a culture of diversity and inclusion to create a welcoming and equitable workplace for all employees.
2. Background
Sara Tsien, a recent graduate with a master's degree in organizational behavior, has joined Fern Fort University as a Human Resources (HR) manager. She faces numerous challenges, including:
- High turnover rate: The university struggles to retain valuable employees, particularly in key departments.
- Lack of diversity and inclusion: The university's workforce is predominantly white and male, hindering its ability to attract and retain a diverse talent pool.
- Limited career advancement opportunities: Employees feel stagnant and lack clear pathways for professional growth.
- Outdated HR practices: The university relies on traditional HR methods, failing to leverage modern technology and data-driven approaches.
- Weak leadership: Many department heads lack the skills and experience to effectively manage their teams and drive positive change.
3. Analysis of the Case Study
Sara's challenges highlight a need for a strategic HR approach that aligns with the university's mission and goals. We can analyze this situation using the 7S framework, which examines the interconnectedness of seven key elements within an organization:
- Strategy: Fern Fort University needs to clearly define its strategic goals and align its HR practices to support them. This includes attracting and retaining talent that aligns with the university's vision for the future.
- Structure: The university's organizational structure may be hindering collaboration and innovation. A review of the structure is crucial to ensure it supports the university's strategic objectives.
- Systems: Outdated HR systems and processes hinder efficiency and effectiveness. Implementing modern HR information systems (HRIS) and streamlining processes can significantly improve operations.
- Style: A culture of trust, collaboration, and open communication is essential for employee engagement and retention. Sara needs to foster a more supportive and inclusive leadership style throughout the university.
- Staff: The university needs to invest in its employees through training, development, and career advancement opportunities. This will help retain valuable talent and foster a sense of purpose.
- Skills: The university needs to identify and address skill gaps within its workforce. This can be done through targeted training programs and recruitment strategies.
- Shared Values: A strong set of shared values can guide decision-making and create a sense of unity among employees. Sara needs to promote a culture of diversity, inclusion, and respect.
4. Recommendations
1. Implement a Comprehensive Talent Management Strategy:
- Develop a clear talent acquisition strategy: This should include leveraging recruitment technology, building a strong employer brand, and diversifying recruitment channels to attract a wider pool of candidates.
- Conduct thorough job analysis: This will ensure that job descriptions accurately reflect the requirements and responsibilities of each position, leading to more effective hiring decisions.
- Implement a robust onboarding program: This will help new employees acclimate to the university's culture and processes, improving retention and engagement.
- Develop a performance management system: This should include clear performance goals, regular feedback, and opportunities for professional development.
- Offer competitive compensation and benefits: This will help attract and retain top talent, particularly in a competitive market.
- Create a clear career development framework: This should provide employees with opportunities for advancement, training, and growth, fostering a sense of purpose and motivation.
2. Invest in Leadership Development Programs:
- Identify leadership development needs: Conduct assessments to identify the skills and competencies required for successful leadership within the university.
- Develop targeted leadership training programs: These programs should focus on areas such as communication, delegation, conflict resolution, and change management.
- Implement mentoring and coaching programs: This will provide opportunities for aspiring leaders to learn from experienced colleagues and develop their skills.
- Promote a culture of leadership: Encourage employees at all levels to take on leadership roles and contribute to the university's success.
3. Promote a Culture of Diversity and Inclusion:
- Develop a diversity and inclusion strategy: This should include specific goals and initiatives to create a more diverse and inclusive workforce.
- Implement unconscious bias training: This will help employees understand and address their own biases, leading to fairer hiring and promotion practices.
- Establish employee resource groups (ERGs): These groups can provide support and networking opportunities for employees from underrepresented backgrounds.
- Promote diversity in leadership: Encourage and support the advancement of women and minorities into leadership positions.
- Create a welcoming and inclusive work environment: This includes fostering open communication, celebrating diversity, and addressing any instances of discrimination.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with Fern Fort University's mission to provide a high-quality education and foster a diverse and inclusive community.
- External customers and internal clients: The recommendations will benefit both students and employees by creating a more supportive and engaging environment.
- Competitors: By implementing these recommendations, Fern Fort University can become more competitive in attracting and retaining top talent.
- Attractiveness ' quantitative measures: The recommendations are expected to improve employee retention rates, reduce turnover costs, and enhance the university's reputation as an employer of choice.
6. Conclusion
By implementing these recommendations, Sara Tsien can effectively address the challenges she faces and transform Fern Fort University's HR practices. This will lead to a more engaged, diverse, and productive workforce, ultimately contributing to the university's success.
7. Discussion
Alternatives:
- Outsourcing HR functions: While outsourcing can reduce costs and provide access to specialized expertise, it may not be the best option for Fern Fort University given its unique needs and the importance of building a strong internal HR team.
- Implementing a pay-for-performance system: While this can incentivize performance, it may not be suitable for all roles within the university and could create unintended consequences.
Risks and key assumptions:
- Resistance to change: Employees may resist changes to HR practices, particularly those related to performance management and career development.
- Lack of resources: Implementing these recommendations will require significant investment in time, money, and resources.
- Cultural shift: Changing the university's culture to one that values diversity, inclusion, and employee engagement will require sustained effort and commitment from leadership.
8. Next Steps
- Develop a detailed implementation plan: This should include specific timelines, milestones, and resources required for each recommendation.
- Communicate the changes to employees: Transparent and open communication is crucial to ensure buy-in and minimize resistance.
- Monitor progress and make adjustments: Regularly track progress towards goals and make adjustments as needed to ensure the success of the initiative.
By taking a proactive and strategic approach, Sara Tsien can transform Fern Fort University's HR practices and create a more positive and productive work environment for all.
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Case Description
Sara Tsien must decide what performance assessment to give one of her employees who has, uncharacteristically, failed to meet one of her key objectives for the year. The situation is difficult for several reasons; the causes of the unacceptable performance are not clear; the employee has previously received excellent appraisals, including a recent one by the vice-president; and the employee was absent for a good part of the year on maternity leave. The various factors that influence sustained performance (ability, motivation, resources, role clarity, reinforcement) are examined, as well as steps leaders can take in improving performance of those for whom they are responsible.
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