Case study analysis

Running head: Case study analysis
CASE STUDY ANALYSIS

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Case study analysis
Table of Contents
HBR CASE STUDY........................................................................................................................3
References........................................................................................................................................5
Leaders at an IT services firm contemplate whether its family-like atmosphere draws talent in or
drives it away...................................................................................................................................6
References........................................................................................................................................8

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Case study analysis
HBR CASE STUDY
The main conflicting issue in this given case study is based on hiring an international talent,
Anne Prevost. Being particularly a German-based organisation Typware, the organisation needs
to recruit a new talent which can be beneficial for the organisational current competitive market.
The international and local market is different from each other. For specific, the candidate wants
to settle down in Europe. The hiring policies, the standard of living and future opportunities are
entirely different for both of these continents (Brewster, Boselie & Purpura, 2018). The
competitive market and new startup Seistrand systems are already offering various attractive
offers to this individual, which is one of the major reasons for hiring her. As per the calculation
is done by the HR managers of this organisation, the current offer is suggested by others giving
Anne is almost similar pay scale to the CEO of this company. This issue has started creating
various conflicting questions regarding the organisational hiring system.
Renate Schmidt, the HR head of this organisation have different options for overcoming this
conflicting situation because the organisational strategy of increase the international revenues by
10%. There are different expectations for a suitable candidate from any organisation she wants to
join. Therefore, as a renowned name in the international market Anne has some reputation to
follow up. Therefore joining the new startup in the European market might not be very
interesting and beneficial for her. Therefore, offering her with both the benefits the personal and
professional level need to reconsider by the HR head. As the organisation itself has some policies
to follow, a rational way to provide her best financial and personal benefit is required. The
standard of living in Germany is more expensive than the American standard of living. Besides
that, the family preferences of the best future to her sons and mother have to consider at the first
place (McGregor & Doshi, 2015). Besides that, hard professional growth has to be considered
depending on the growth or sales she is giving to the organisation after joining it. But the
professional growth which will be offered has to totally based on the performance. Other benefits
like a retirement plan, pension and family opportunities are needed to be considered based on the
organisational policy.
The different management competencies, which is highlighted in this case study, are important
for the 21st-century leader-manager in the VUCA world. Merit-based variables are significant