Leadership Case Study: Managing Talent in a VUCA World - Analysis

This case study analysis examines two scenarios: the recruitment of international talent by Typware and the challenges faced by Parivar, an IT services firm, in retaining employees amidst a competitive market. The first case explores conflicting values in hiring, particularly regarding compensation and cultural fit, and offers advice to the HR head, Renate Schmidt, on navigating these conflicts. It emphasizes the importance of considering both personal and professional benefits, aligning with organizational policies, and addressing the candidate's preferences for family and professional growth. The analysis also highlights key management competencies essential for 21st-century leaders in a VUCA world, such as merit-based incentives and the need to adapt to changing global markets. The second case study discusses the impact of a family-like atmosphere in an IT service firm, the need to balance it with financial growth, and the importance of understanding market trends and employee retention. The analysis suggests that while a friendly workplace is beneficial, the organization must prioritize commercial performance and strategic financial steps to compete with rivals and retain talent. Both cases underscore the significance of effective HR practices, leadership adaptability, and strategic decision-making in fostering organizational success.

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

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Case study analysis
for including the incentives depending on the delivered results. While hiring International
candidates both the global and local policies need to overview for avoiding ambiguity,
complexity, uncertainty and volatility (Kramar et al. 2014). Introducing a temporary assignment
basis for the foreign candidates is the most beneficial way for both the candidate and
organisation to reconsider the offerings and understanding the new environment. Upgradation of
the organisational policies depending on the changing global market will increase our future
opportunity for the businesses. Reconsidering the packages for the same skilled knowledgeable
employees from the global level is needed time to time to provide equal opportunity to each
(Dickmann, Suutari & Wurtz, 2018).

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Case study analysis
References
Brewster, C., Boselie, P., & Purpura, C. (2018). HRM in the International Organizations.
In HRM in Mission Driven Organizations (pp. 79-114). Palgrave Macmillan, Cham.
Dickmann, M., Suutari, V., & Wurtz, O. (2018). The Multiple Forms and Shifting Landscapes of
Global Careers. In The Management of Global Careers (pp. 1-31). Palgrave Macmillan,
Cham.
Kramar, Bartram, DeCieri, Noe, Hollenbeck, Gerhart, Wright (2014). Human resource
management in Australia - Strategy, people, performance (5th ed., pp. 6-12.). North
Ryde, NSW: McGraw-Hill.
McGregor, L., & Doshi, N. (2015). How company culture affects employee motivation. Harvard
Business Review Digital Articles, 2-9.

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Case study analysis
Leaders at an IT services firm contemplate whether its family-like
atmosphere draws talent in or drives it away
The organisational design of Parivar focuses on the friendly atmosphere working strategy which
has given Sudhir Gupta a huge success to overcome the situation of bankruptcy. A family-like
atmosphere in IT service can be both beneficial and disruptive. But it is totally dependable on the
strategy of the organisation to gain commercial success. The given case study has provided
specific identification about the basic area in the growing IT industry of India. Family like
atmosphere has given this organisation a success but this growing competitive market is giving
more opportunities for the newcomers by providing them with the huge number of annual growth
in finance. Therefore, focusing only on the family-like atmosphere will not help for maintaining
the organisational success. Attention need to give by the organization for attracting the
participants or new candidates but also on securing the future by showing interest in their talent
and skill. Besides that, the market trend has to properly overview by the organisation which will
help them in designing its people support program. Sharing personal issues in the professional
level will not excepted by many of the employees. Besides that, the people support system will
also cost a large amount for the organisation like Parivar.
Sudhir Gupta, the head of this organisation has to reconsider the organisational culture and
values. According to both Amal and Nisha, who are the young talents of this organisation that
organisation need to focus on their retention numbers. a walk friendly atmosphere is always
appreciated by new talent to explore their opportunities in the professional life. But staying only
for the friendly what culture will not be the best way for their financial growth. A huge
competitive market with giant rivals like Wipro, HCL are offering 30% growth on an annual
basis (Bae & Yang, 2017). The current situation is creating complexity and turnover rate of the
organisation is the major area where should be focused by Sudhir. He also needs to understand
that the people support function will not be the current steps for regaining the goodwill of the
organisation but also financial strategic steps are essentially required (Baker, 2017).
The organisational design not only needs to consider past experiences but also equally account
the current market trends. Recruiting and retaining employees create a huge competitive
advantage for the organisation to show the culture. But it has to understand that the work culture

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Case study analysis
of India needs a specific strategy for young associates. A friendly workplace is always welcome
but shelving the people support the idea for the current situation is required. Caring for the
employees is useful for motivating them but the commercial benefit cannot be given by the
caring climate or attentiveness (Squazzoni, 2017). The main focus should be on commercial
performance and maintaining the brand image for attracting talent. Besides that, finding out how
to assess talent is equally significant. The high turnover rate is one of the main issues which have
to investigate by the HR department to identify the cause and overcoming the situation
(Schermerhorn, 2016).

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Case study analysis
References
Bae, K. B., & Yang, G. (2017). The effects of family-friendly policies on job satisfaction and
organizational commitment: A panel study conducted on South Korea’s public
institutions. Public Personnel Management, 46(1), 25-40.
Baker, T. (2017). How can we solve the problem of harmful organising structures? Retrieved
from http://www.hrmonline.com.au/social-media/solve-harmful-organising-structures/
Schermerhorn, J. R. (2016). Organising as a management function. Management (6th Asia-
Pacific ed., p. 279) [Wiley].
Squazzoni, F. (2017). Towards a Complexity-Friendly Policy: breaking the vicious circle of
equilibrium thinking in economics and public policy. In Non-Equilibrium Social Science
and Policy (pp. 135-148). Springer, Cham.