hr consulting case studies with solutions

47 case interview examples (from McKinsey, BCG, Bain, etc.)

One of the best ways to prepare for   case interviews  at firms like McKinsey, BCG, or Bain, is by studying case interview examples. 

There are a lot of free sample cases out there, but it's really hard to know where to start. So in this article, we have listed all the best free case examples available, in one place.

The below list of resources includes interactive case interview samples provided by consulting firms, video case interview demonstrations, case books, and materials developed by the team here at IGotAnOffer. Let's continue to the list.

• McKinsey examples
• BCG examples
• Bain examples
• Deloitte examples
• Other firms' examples
• Case books from consulting clubs
• Case interview preparation

Click here to practise 1-on-1 with MBB ex-interviewers

1. mckinsey case interview examples.

• Beautify case interview (McKinsey website)
• Diconsa case interview (McKinsey website)
• Electro-light case interview (McKinsey website)
• GlobaPharm case interview (McKinsey website)
• National Education case interview (McKinsey website)
• Talbot Trucks case interview (McKinsey website)
• Shops Corporation case interview (McKinsey website)
• Conservation Forever case interview (McKinsey website)
• McKinsey case interview guide (by IGotAnOffer)
• McKinsey live case interview extract (by IGotAnOffer) - See below

2. BCG case interview examples

• Foods Inc and GenCo case samples  (BCG website)
• Chateau Boomerang written case interview  (BCG website)
• BCG case interview guide (by IGotAnOffer)
• Written cases guide (by IGotAnOffer)
• BCG live case interview extract (by IGotAnOffer) - See below

3. Bain case interview examples

• CoffeeCo practice case (Bain website)
• FashionCo practice case (Bain website)
• Associate Consultant mock interview video (Bain website)
• Consultant mock interview video (Bain website)
• Written case interview tips (Bain website)
• Bain case interview guide   (by IGotAnOffer)
• Bain live case interview extract (by IGotAnOffer) - See above

4. Deloitte case interview examples

• Engagement Strategy practice case (Deloitte website)
• Recreation Unlimited practice case (Deloitte website)
• Strategic Vision practice case (Deloitte website)
• Retail Strategy practice case  (Deloitte website)
• Finance Strategy practice case  (Deloitte website)
• Talent Management practice case (Deloitte website)
• Enterprise Resource Management practice case (Deloitte website)
• Footloose written case  (by Deloitte)
• Deloitte case interview guide (by IGotAnOffer)

5. Accenture case interview examples

• Case interview workbook (by Accenture)
• Accenture case interview guide (by IGotAnOffer)

6. OC&C case interview examples

• Leisure Club case example (by OC&C)
• Imported Spirits case example (by OC&C)

7. Oliver Wyman case interview examples

• Wumbleworld case sample (Oliver Wyman website)
• Aqualine case sample (Oliver Wyman website)
• Oliver Wyman case interview guide (by IGotAnOffer)

8. A.T. Kearney case interview examples

• Promotion planning case question (A.T. Kearney website)
• Consulting case book and examples (by A.T. Kearney)
• AT Kearney case interview guide (by IGotAnOffer)

9. Strategy& / PWC case interview examples

• Presentation overview with sample questions (by Strategy& / PWC)
• Strategy& / PWC case interview guide (by IGotAnOffer)

10. L.E.K. Consulting case interview examples

• Case interview example video walkthrough   (L.E.K. website)
• Market sizing case example video walkthrough  (L.E.K. website)

11. Roland Berger case interview examples

• Transit oriented development case webinar part 1  (Roland Berger website)
• Transit oriented development case webinar part 2   (Roland Berger website)
• 3D printed hip implants case webinar part 1   (Roland Berger website)
• 3D printed hip implants case webinar part 2   (Roland Berger website)
• Roland Berger case interview guide   (by IGotAnOffer)

12. Capital One case interview examples

• Case interview example video walkthrough  (Capital One website)
• Capital One case interview guide (by IGotAnOffer)

13. Consulting clubs case interview examples

• Berkeley case book (2006)
• Columbia case book (2006)
• Darden case book (2012)
• Darden case book (2018)
• Duke case book (2010)
• Duke case book (2014)
• ESADE case book (2011)
• Goizueta case book (2006)
• Illinois case book (2015)
• LBS case book (2006)
• MIT case book (2001)
• Notre Dame case book (2017)
• Ross case book (2010)
• Wharton case book (2010)

Practice with experts

Using case interview examples is a key part of your interview preparation, but it isn’t enough.

At some point you’ll want to practise with friends or family who can give some useful feedback. However, if you really want the best possible preparation for your case interview, you'll also want to work with ex-consultants who have experience running interviews at McKinsey, Bain, BCG, etc.

If you know anyone who fits that description, fantastic! But for most of us, it's tough to find the right connections to make this happen. And it might also be difficult to practice multiple hours with that person unless you know them really well.

Here's the good news. We've already made the connections for you. We’ve created a coaching service where you can do mock case interviews 1-on-1 with ex-interviewers from MBB firms . Start scheduling sessions today!

The IGotAnOffer team

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Case Studies

Every company has their own unique challenges and goals. Read the case studies below to find out how G&A’s customized HR solutions are helping our clients overcome obstacles and free up time to grow.

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Tap into the expertise of our HR specialists to stay up to speed on topics that impact your workplace, employees and your business.

Property Management Company Reduces Health Insurance Costs By 30%

Dental practice gets full-service support, all case studies, high-quality, affordable benefits help plastic surgery center attract, retain top talent, top-rated workers’ compensation gives contractor a competitive edge, three employers save big with g&a’s bcbstx master health plan, expanding security firm experiences service & savings, chamber of commerce experiences the power of a peo, hr solutions empower home health agency owners, expert hr support provides engineering firm highest return on investment.

HR Case Studies

Hr case studies from our clients, you may well identify with some of the case studies – in which case, we’re ready and able to help you too, just contact us , hr systems hadn’t kept up with company growth, how much to pay a new employee, managing a prolonged medical incapacity, alcohol concerns, business performance declining, out-of-character employee absence, job abandonment, overwhelmed business owner post- covid-19, too many decision makers in a family-owned business.

• Workplace bullying by employee

Vaccination status demanded by clients

Managing low staff morale, no restraint of trade, lack of hr processes in a growing company, motivating a complacent sales team, addressing low staff retention rates.

Client problem: A manufacturing company experienced rapid sales growth in the last five years, but internal systems hadn’t grown or evolved – and that included HR management. The client was concerned that they were over-resourced with skilled staff and were reliant on costly contract workers, rather than directly employed staff members. They sought a better balance to allow both flexibility and sustainability.

ConsultingHQ’s solution: We completed a strategic review for the client, which included a review of HR systems, organisational structure, workforce analysis, HR audit, employee satisfaction survey, and DISC profiles for managers and team leaders. We then spent two days on site meeting with the management team and conducting one-on-one discussions with all staff members. A Strategic HR report was created with recommendations and action plans going forwards.

Outcome: The client was delighted with our recommendations, which in their words was, “Great work – smack on!”. ConsultingHQ is now working with the client on an HR Business Partner basis. Early results are positive, with improved role clarity and communications, a more positive culture, and the development of company values. Future work will include a structural review, workforce planning, finalising roles, defining KPIs, and standardising the recruitment process.

Client problem: The business owner wanted to recruit an Operations Manager but was unsure what remuneration package to offer to be competitive in a tight labour market.

ConsultingHQ’s solution: We discussed the client’s requirements for the role, to understand the scope of the role and the level of experience required. We then completed a thorough New Zealand-wide analysis of total remuneration, including salary, wage benchmarks, and additional benefits. Similar calibre roles were assessed due to the complexity of the skills and experience required.

Outcome: The client received a comprehensive report detailing current remuneration benchmarks and labour market data. A recommendation was provided to ensure they captured the interest of high-quality candidates with the skills and experience they required. The client had powerful information to use in their recruitment campaign and remuneration negotiations.

Client problem: An employee sustained an out-of-work injury and the employer had attempted to manage the employee’s absence for the past nine months. The employer was now exasperated with no clarity on the employee’s return to work.

ConsultingHQ’s solution: We met with the employer and employee to assess the employee’s prognosis and return-to-work timeframe. We managed to obtain medical certificates from the employee, which they had been withholding from the employer, that indicated a lengthy recovery. After further assessment and investigation, a definitive date to return to full duties remained unclear.

Outcome: We managed the process of termination on medical incapacity grounds. This means the employer is now able to recruit a permanent replacement and move forward with their business goals after months of uncertainty.

Client problem: An employee turned up to work under the influence of alcohol. The employer sent them home and was unsure what to do next.

ConsultingHQ’s solution: We organised and supported a disciplinary meeting with the employer and employee. We explained to the employee there were health and safety risks to both themselves and the team by being at work while still intoxicated from the previous night’s social drinking. The employee wasn’t aware of the serious potential consequences and was genuinely apologetic. We arranged a follow up drug and alcohol test, through a reputable business, to ensure the employee was fit to return to work. A Drug and Alcohol Agreement was also implemented.

Outcome: The employee learnt the impact excessive alcohol consumption could have on their ability to work safely. The employer was confident they had met their Health and Safety requirements to protect their employee as well as the wider team. What’s more, the employer now feels confident to proactively manage any other drug and alcohol related concerns within their business.

Client problem: Since a new Operations Manager position was created and filled, this small business had problems delivering to clients, team morale had declined, and there was a lack of accountability to move things forward.

ConsultingHQ’s solution: After discussions with the client on the nature of the issues they were facing, we confirmed it was not primarily a performance issue, but rather a structural issue whereby the new role was not able to impact the business in the ways needed. Rather, it was hindering internal processes by adding unnecessary complexity to a very simple business structure. Therefore the position needed to be made redundant and resource be placed in the right areas to support client delivery.

Client problem: An employee began not coming to work at all and was taking a lot of shortened days. This was out of character for this particular employee, who had previously been consistent.

ConsultingHQ’s solution: Our consultant went to the employer’s site to interview the team member to understand what was going on, what had changed, and how they felt about their role moving forward.

Outcome: It was discovered that a fellow employee was bullying in the workplace and the worker felt anxious and scared to attend work. The alleged bullying employee was investigated and subsequently terminated from the place of work. The other employee now attends work regularly, and there are no further absenteeism issues.

Client problem: An employee had not been at work for several consecutive days and was not responding to messages or calls from their Supervisor.

ConsultingHQ’s solution: We attempted to contact the employee and also their emergency contacts with no response. We sent a letter requesting an urgent response and their immediate return to work or the employer may consider they had abandoned their employment.

Outcome: After no response and further attempts by us to contact them, a second letter was sent outlining their employment was deemed to be abandoned and terminated. We ensured correct processes were followed so the employer’s risk was mitigated.

Client problem: This business owner felt overwhelmed and exhausted post-COVID-19 and was unable to get clarity on future organisational strategy and structure.

ConsultingHQ’s solution: Our consultant met with team members and asked key questions about the business strategy and direction.

In doing so, we were able to understand the business strategy, assess skills, and identify skill gaps required to move the business to the next level.

Outcome: We made a recommendation for the company’s HR Strategy for the next 12 to 24 months, with the first 12 months broken into quarters, each identifying the HR tasks required at each stage to make fluid progress forward.

Client problem: There were some difficult key decisions to be made in succession planning in this family owned business.

ConsultingHQ’s solution: Our consultants went to the site, visit all the of the team, and identify key members of the business. We were then able to assist the Board by creating a future state organisational chart and help with decisions on the management team structure.

Outcome: ConsultingHQ managed a restructure of the business and ensured all position descriptions and areas of responsibility (decision making etc.) were up to date based on the most suitable people in the business. We also, assisted the newly-appointed GM on how to manage change moving forward by providing regular HR input onsite.

Workplace bullying by an employee

Client problem:   An employee made threatening remarks to their supervisor.

This employee had a history of being aggressive and threatening, to both management and other employees. On this occasion the employee had been challenged for incorrect timekeeping.

The employer had not followed the proper process in investigating and determining the appropriate discipline for the employee in any of the previous instances of poor behaviour. The company did not have HR documentation, such as policies and procedures, to support the disciplinary process.

The supervisor had made a police complaint and was reluctant to supervise the employee.

The risk and liability potential: The employer may be unable to dismiss the employee: if they did, it could result in a significant award in favour of the employee – including the possibility of the employee returning to the workplace. The alternative is that the employee remains in the workplace and the environment becomes dysfunctional and difficult to control and manage.

Outcome: We supported the employer to implement an immediate exit strategy for the employee in consultation with the employee’s representative. This resulted in a risk-free process that provided for an immediate solution freeing up managers and supervisors to focus on productive activities.

Client problem: Business owners were getting letters from their construction clients requesting the COVID-19 vaccination status of their on-site workers. Timeframes were given from the client to have workers vaccinated or they would not be allowed on site.

ConsultingHQ’s solution: We worked with the business owners to complete a risk assessment and consult with their team on a company-wide vaccination policy. We met with individual employees as needed to address any issues and concerns. We sent letters to clients to assure them of compliance, without breaching privacy standards for individuals.

Outcome: The client can complete any work where vaccinations are mandatory. It now has an engaged team that understands why vaccinations are required, what the policy is, and feel safe that rules are being followed with their privacy being respected. Any new hires now have a provision in their contract requiring vaccination before employment begins.

Client problem: Management felt morale was low throughout the business and wanted to understand why. 

ConsultingHQ’s solution: ConsultingHQ undertook one-to-one interviews with all team members to gain an understanding of their feedback, engagement, satisfaction, and internal areas for improvement.

Outcome: Feedback was provided to management (without disclosing employees’ names) with a report outlining prioritised suggestions for improving morale across the business. Six months later, morale was a lot higher. Staff felt management listened to their feedback and that having a third party involved has improved communication channels.

Client problem: One of the key team members left and went to the competition, taking clients and staff with them.

ConsultingHQ’s solution: We assessed what risk minimiszation tools were in place and found there was nothing in place to protect the employer – and nothing to deter any employees from doing this again in the future.

Outcome: ConsultingHQ set up the necessary tools for the business and undertook an entire review of their HR documentation. Since doing this we found there were a number of grey areas and loopholes employees could take advantage of and we have now eliminated them. The client has minimised all possible risks of this happening to them again.

Client problem: The business owner did not have adequate clauses in employment agreements or HR documentation in place to ensure a thorough process was followed that was legally compliant.  

ConsultingHQ’s solution: ConsultingHQ undertook a review of all of the company’s documentation and systems and found it was out of date and not suitable based on the growth of the business.

Outcome: All-new HR documentation was put into place ensuring that all recruitment and onboarding was thorough, legally compliant, and that there was a paper trail in place to protect the business.

Staff are now more engaged and more productive because their employment agreements are detailed and they know what’s expected of them.

Client problem: The seven-person sales team was not performing and the business was losing money. The team had become complacent and lacked energy and drive.

ConsultingHQ’s solution: ConsultingHQ spoke with the Sales Manager about reporting documentation and processes in place; how often meetings were being held (team and one-to-one sales meetings); what training was in place; and what sales results incentives were in place.

We found out there were no clear KPIs (Key Performance Indicators) in place, and no weekly activity reports being completed by the team members to hand to the Sales Manager. The team didn’t know what the focus for the quarter was and felt that no one was available to catch up with them regularly as management was so busy.

We put in place:

• KPIs based on the annual sales targets
• Weekly sales team meetings
• One-to-one sales meeting with each of the team members
• Weekly activity documentation
• Reports from the CRM system that were easy to follow and measure
• Team and individual incentives.

Outcome: The team is now motivated, focussed, accountable, and driven to reach sales targets.

Client problem: Staff retention was low, morale was down, and communication was inconsistent. The HR Manager approached ConsultingHQ to undertake a confidential survey of its 150+ employees.

ConsultingHQ’s solution: After meeting with the management team and understanding what their concerns were for the team, we created an online employee engagement survey that was distributed to each member of staff and management. Feedback was received in an anonymous manner, which we were then able to communicate back to management.

Outcome: Solutions were provided to the client on various areas of concern and six-monthly surveys are now scheduled until the organisation reaches a higher engagement rate. The management team meets with ConsultingHQ every quarter so we can track their progress and provide solutions on an on-going basis, to continually increase employee performance.

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• September 26, 2022

Best HR Case Studies

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HR as a function has undeniable importance from a business management perspective. With the advancement in technology, 2022 saw a huge technological shift in this aspect of business management as well. Apart from digitizing all other business aspects, organizations have begun to incorporate technology and data into HR practices as well.

HR Analytics Case Studies with Business Impact and its benefits are listed below:

An american mnc reduces attrition using people analytics and forecasting.

Case: This American MNC is a client of PeopleStrong and is suffering from a high turnover of employees at five locations. The company intended to install analytics in order to evaluate the main drivers of attrition and do forecasting for their occurrence at different business locations.

Solution: An integrated tool for workforce analytics was created and implemented. This tool could capture attrition results and their drivers and do a forecasting based on trends.

Also Read:  Executive Development Program In Human Resource Management From XLRI Jamshedpur

Result: The forecasting report predicted that 500 of the 5000 employees were going to quit in the next 6 months. Better employee retention policies were designed which included rewards and incentives apart from better people strategies. Even though 250 people still left, the figure was 50% lower than the prediction.

Under Armour digitized employee recruitment and enhanced employee experience

Case: Under Armour, an American organization dealing with the manufacture of sports and casual apparel and footwear, is a global company. With more than 130 global outlets and 8500 employees, their ATS system received more than 30,000 resumes in a month. Thus, hiring was a cumbersome process for them as well as candidates applying for a job.

Solution: They engaged in a digital recruitment system called Hirevue. With Hirevue, managers could create interviews with candidates with the help of pre-recorded questions. This screening process helped managers call in only employees who met their requirements for webcam or mobile recorded interviews.

Result: Managers could now hire new employees much more quickly. There was a 35% reduction in time in the overall interview to the hiring process. Talent quality also improved.

These above case studies show the emerging trend of incorporating analytics in the HR function of business management . This can also be seen to have positive results in the recruitment and retention processes. 

Human resource management is quite a recent term. Employees are treated with a lot of respect and regard nowadays compared to earlier. There were times when workers were considered to be expendable and they had few rights. Working conditions were miserable and people had no say in how organizations are operated or in the way they were treated. The industrial revolution is what brought changes. Companies started realizing that keeping employees loyal was essential for running businesses smoothly.  

Caring For Employees During The Industrial Revolution

Courses for human resources certification online teach that before the industrial revolution there were hardly any large industries and a need for managing workers was not felt. Working conditions were dangerous for them and pay was hardly commensurate with what work they did. In the late 1900s, companies like the UK-based Cadbury and Jacob from Ireland appointed welfare officers. These firms introduced a system of payment during sick leaves and cheap housing for employees.

Also Read:  Executive Development Program In HR Analytics From XLRI

It was F W Taylor during the early twentieth century who introduced a system for managing staff. He believed that people could be trained to become experts in certain jobs. The famous carmaker Ford adopted his methods. Tools in manpower management like job analysis, employee selection procedures, and training methods were introduced during this period. Certain fast food organizations also adopted Taylor’s theories. His mistake was that he did not think people can get bored with doing the same job.

Employee Management During The World Wars

Two events that changed many things for us are the first and second world wars. Employee unions had been formed during the first world war. As men went to fight wars, women came to be seen more in workplaces. In your HR training certification by IIM Raipur , you will learn how companies had to think about managing workers and form new rules. Recruitment, dismissal, bonus, and absence from work came under the scope of manpower management.

Researchers like Elton May opined that factors like motivation, job satisfaction, leadership skills, and group dynamics could influence performance. The improvement in the economy after the war saw many firms adopting a more flexible approach to staff members. Big companies used employee benefits to lure and retain people. Personnel and welfare work was in full swing during the second world war, but it was done in a bureaucratic style as government-run firms influenced law-making.

The Post-War Scenario

The 60s were not good times for industrial relations as it was found that none of the entities involved in negotiation had skills to discuss issues of employees. As the decade came to an end, employment opportunities improved, and along with this, people management techniques began to be used. When you study human resources certification online courses you will know that terms like motivation, organizational behavior, and management training were heard more commonly.

Also Read:  Executive Development Program In Talent Management

In the seventies, much was talked about rewarding employees. The next two decades saw economies sliding and companies becoming less profitable. But it was also then that many organizations realized the importance of retaining people. They began looking at workers as an asset that must be taken care of if the firm wants to have an edge over competitors. Humans started to be regarded as resources that need to be effectively managed. Human Resource Management was born.

The Nineties To Now

It is no more only personnel management and administrative tasks for workforce heads. The HR training certification by IIM Raipur will tell you that it is more about employee engagement and development that people managers are tasked with now. Human resource departments are strengthening the culture in an organization and finding people who can fit that environment. They are also tasked with ensuring that every employee gets an opportunity to use his or her talents for the benefit of their companies.

Also Read:  Why is it Important to Study Human Resource Management?

HR managers are more focused on workers than on processes. This department is also gaining more importance as management’s realize a need to attract and retain the best talents available in the market. HR leaders find themselves among the C-suite as their role in getting the best out of employees is increasing. They must understand the needs of a more diverse, multicultural, and multigenerational workforce and ensure to fulfill them. Retention of good hands has assumed much importance nowadays.

The Future Of HR Management

  The human resources certification online courses will teach that it is not just enough to employ and retain people, but they must also be trained and developed. The speed at which new technologies emerge, there is a need to keep employees abreast of modern developments. HR managers must continuously update themselves with modern technology and arrange training programs to empower workers with new skills. The journey of staff members in an enterprise will be that of continuous learning.

Acquiring best talents and retaining them will remain the focus of any progressive organization. People managers will have to find innovative means to attract those who are equipped with the latest skills required for a job. Engaging with prospective employees through social media platforms will be practiced by more HR heads. There will be increased use of automation for screening resumes and conducting initial interviews. This will speed up the process and reduce costs.

HR departments will be trying innovative methods to improve employee experience in the company. They will find out the requirements of the new breed of recruits. Learning opportunities will be improved. Promotions and salary hikes will no longer be based on experience or seniority. New procedures for evaluating employees will be used. Getting HR training certification by IIM Raipur will teach new methods that are used by global enterprises for appraisal and rewarding.

Looking at the evolution of human resource management can show you that there has been a shift from looking at employees as only a means to achieve company objectives, treating them as individuals, and satisfying their needs. There is a realization that it is equally important to ensure that their goals are achieved and these objectives are in line with that of the organization. HR departments will play a more important role as retaining good talent becomes crucial. Combining the human force with machines and using that synergy will be highly important in the future.

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• Case Studies

Over 18 years, we’ve covered peculiar industries to explore our potential to its best! We’ve altered, modified, & always churned a better approach to learn & revolutionize the way HR department works. A lot of hard work, dedication, & commitment led us to provide best services to our clients, few are listed below with our true heart!

Our Experience With Corporate

These case studies are straight from the field, showcasing the diverse experiences we had with our multiple clients

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HSBC revamps HR services and employee experience

• What Accenture Did

Transformation

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HSBC is committed to improving its workforce’s performance and productivity in order to deliver on its strategy, improve shareholder returns and enhance customer service. To reach this goal, the bank’s human resources (HR) function needed to improve employee experiences and deliver enhanced services. This required a global transformation to help the bank modernize and digitize its services.

Legacy HR processes and systems were manual, cumbersome and fragmented across different countries. The processes had grown complex and employees, managers and HR itself couldn’t always access what they needed.

A large-scale transformation of its platform—and of how the majority of the employee population interacted with HR—would help HSBC increase efficiency, lower costs and improve employee satisfaction.

What Accenture did

HSBC’s HR transformation program required unprecedented change by the business and HR. With our extensive experience in HR, HR technology, change management and digital transformation for financial services, we partnered with the bank to deliver world-leading technology solutions. Our role was to provide:

• Program management
• Change management
• Experience design
• Global process and configuration design
• Localization to meet country regulations and legal requirements
• Integration with other HSBC and vendor systems
• Data mapping and migration
• Service introduction
• Implementation and go-live management
• Post-go-live support

HSBC’s revamped employee experiences were supported by digital HR solutions from SAP, ServiceNow and MuleSoft. Legacy HR performance and compensation systems, manual processes for talent and succession management, and payroll were replaced with SAP SuccessFactors, an integrated, cloud-based HR software application. ServiceNow added an employee engagement layer, including a portal, knowledge management and case management. MuleSoft provided a secure and agile solution to seamlessly integrate a multitude of global and regional HSBC applications, data and devices. Accenture is a key global partner for all these vendors.

People and culture

Top-quality, digital employee experiences are helping HSBC improve performance and productivity. HR processes are streamlined and services have become more accessible, enabling enhanced reporting capabilities. This empowers both HR and IT to focus on services and innovation rather than expensive and complex maintenance and upgrades to existing legacy systems.

HSBC has transformed its HR services and employee experiences, empowering its workforce and driving value for customers and shareholders.

Digital HR services make it easier for the bank’s people to find what they need, make data-driven decisions and access HR content, services and support. Almost all services have been improved, from core services such as payroll, workforce administration, employee data management and communications, to new capabilities that enable employees and leadership to better manage talent, succession, career development and performance. Improved access to data and insights will enhance the ability of leaders to leverage the bank’s talent and allow them to make better decisions about their teams and people.

Additionally, HSBC’s new cloud-based HR technology allows it to focus on services and innovation rather than expensive and complex maintenance and upgrades to legacy, on-premise technology.

"HSBC has made an incredible leap forward in its HR services and employee experiences, underpinned by digital HR technology. This provides it with a great platform for future innovation." — Andy Young , Managing Director and Global Lead, Accenture Financial Services Talent & Organization

Case Studies

Case study 1: neurelis, hiring 74 territory managers for neurelis in 2 months.

After approval of Neurelis’ first clinical product, Valtoco, in January 2020, the company was ready to quickly hire a team of Territory Managers to inform, educate, and sell the product to the vulnerable epilepsy population in the targeted US cities.  Their goal was to recruit and hire 74 national Territory Managers in two months or less. Neurelis wanted to ensure their new sales team was made up of individuals who would emulate their company culture, centered on integrity and accountability, with the focus on the patient. Not only were our recruiters looking for candidates who were experienced in the CNS/neuro therapeutic pharmaceutical industry, but we also wanted to find good-hearted employees, who strive to improve the lives of those who suffer from seizure disorders, and their families.

SDHR Consulting offered a hybrid, customized solution to fit Neurelis’ recruiting needs. Not only was SDHR Consulting looking for candidates, but we were able to capitalize on the Sales Directors’ network, past employees, and referrals. We were able to incorporate these candidates into our interviewing and screening process to ensure the absolute best candidates were hired.

Our team first screened 401 candidates and then scheduled follow-up phone and in-person interviews. To help accomplish this, we planned and executed several hiring “hub” events in Dallas and Chicago with candidate volumes ranging from 8 to 40 candidates. Arranging all travel and accommodation logistics for candidates was an important aspect of this project. 

At the events, our recruiters were there to greet candidates, escort them to all interviews, answer questions, coordinate debrief and feedback sessions, and ensure a wonderful candidate experience, while adhering to a tight timeline.

Not only did our team of 12 recruiters execute the hire of 74 Territory Managers for Neurelis within a 2-month timeframe, but we also accomplished this at the onset of the pandemic. Just after the hiring events were held in February 2020, there was enormous uncertainty around the availability of medical supplies, if doctor offices would remain open, air travel, etc., yet we were able to excel. Our team pivoted and arranged for some in-person interviews to be conducted virtually and newly hired employees started virtually with Neurelis as opposed to in-person orientation at headquarters. A testament to the project’s success is that we had a 100% retention rate after 90 days in the position.

Quick Facts

• client name: neurelis, • industry: pharmaceutical, • project start date: february 2020, • length of project: 2 months, • location of client: san diego, ca, • location of hiring event: dallas, tx and chicago, il, key statistics, • 74 hires completed, • 2 month project deadline, • 100% retention rate after 90 days, • 12 sdhrc recruiters utilized, • screened 400+ candidates, case study 2: b. wood insurance, partnering with b. wood insurance agency to hire key employees.

B. Wood Insurance Agency, one of the fastest-growing employee benefits brokerages in California, was faced with several human resources consulting dilemmas. The agency had minimal HR infrastructure and policies in place. Their roster of employees consisted of family members or friends who placed concern about compliance in the ever-changing legal climate in California. Due to their growth, B. Wood also needed to hire a new Bilingual Insurance candidate. This candidate would be a critical hire because they needed someone outside their usual hiring pool.

This company attempted to find a candidate on its own without success. They needed help but with a limited budget, so a staffing agency with enormous fees was out of the question. Cue music…enter SDHRC.

By doing our due diligence and really getting to know B. Wood Insurance prior to searching for candidates, we knew we had to find the right candidates to fit their fun company culture that values team-bonding, diversity, and inclusion. 

Our team partnered with B. Wood Insurance to not only find the candidates for their open positions but also conducted an HR audit to review B. Wood’s HR processes. By doing so we were able to ensure legal compliance and best practices which would help with the onboarding process and ensure proper business growth.

SDHRC created a new employee handbook that matched the culture of B. Wood, as well as, the legally required new hire and termination paperwork. Additionally, our team updated all employee job descriptions, provided exempt/non-exempt guidance, and created the legally required Injury Illness Prevention Plan (IIPP).

SDHRC identified the perfect match within a very short timeframe and found the right bilingual candidate! This individual had the right experience and the right cultural fit! SDHRC successfully led the entire interview process and conducted the reference checks…. with room to spare! This outstanding bilingual insurance representative was hired within a 9-hour time frame, which cost B. Wood 2% of base salary! The average staffing firm would charge roughly 20%-30% of base salary!

• Client Name: B. Wood Insurance Agency

• industry: insurance, • project start date:, • length of project: 2 weeks, • location: san diego, ca, • cost b. wood 2% of base salary, • compared to average cost of 20%-30% of base salary, • candidate hired within 9-hours, • working with b. wood insurance 6+ years later.

Contact us  today to learn more about our services and how we can support your organization. Together we’ll come up with your goals and work towards a solution with measurable results. 

Michael Bussio

Tom frederick.

Increasing Your Fees to Earn What You Deserve

Through the mindset shifts and strategies learned at Consulting Success®, Kristen Gallagher was able to grow a standard project from $20,000 to $55,000.

Looking for Network Growth

Kristen Gallagher’s company, Edify, creates software and provides consulting for high-growth technology companies, and for a long time, their growth came primarily from client referrals and word of mouth. As Kristen explains, “I had built out a great network and was getting a lot of business from referrals and word of mouth, but I really wanted to grow beyond my connections and I wasn't sure how to do that.”

She had tried a few things, including an automated LinkedIn process, but nothing seemed to work. She couldn’t figure out how to connect with new people. She had heard the Consulting Success® podcast and read some of our LinkedIn content, so she knew we might have some tips and strategies to help her grow.

A New Approach to Sales

When she got involved with our coaching program, she was surprised that some of the most helpful lessons had to do with developing the right mindset about consulting. In particular, the concept that, as she put it, “Sales is really about making sure that you're adding value for your customers. There’s really no reason to feel uncomfortable about reaching out to someone if you feel like you can add value for them. That mindset change was very helpful for me.”

At the same time, the intensive workshops at Consulting Success® taught her important strategies for reaching people effectively on LinkedIn, using an authentic voice and sharing relevant content with her target audience. Finally, Consulting Success® also encouraged her to raise the contract value of her consulting projects and worked with Kristen step by step to accomplish this successfully.

From $22,000 to $55,000 in a Single Sale

The results of implementing these strategies were almost immediate. Her LinkedIn network began to grow, and she discovered plenty of opportunities to provide value to new prospective clients. By restructuring her fees, she was able to raise the price of a new client project from $20,000 to $55,000—the first of many new projects with great clients.

As Kristen put it, “I really enjoyed working with Consulting Success®. They are very direct and focused with coaching, and the strategies they share are invaluable. At the same time, you get plugged into a network of fellow consultants, so you meet a lot of people who are working hard and sharing their stories. I believe Consulting Success® is particularly well suited for growth-stage companies, because the tips, tactics, and mindset you learn will definitely help you get to the next level.”

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Streamline Your HR Processes with Top-Rated HR Software Solutions

Human Resources (HR) departments play a crucial role in managing an organization’s most valuable asset – its employees. From recruitment and onboarding to performance management and payroll, HR professionals are responsible for a wide range of tasks. To streamline these processes and improve overall efficiency, many companies are turning to top-rated HR software solutions. In this article, we will explore the benefits of using HR software and how it can help your organization succeed.

Improved Efficiency and Accuracy

One of the primary advantages of implementing HR software is improved efficiency in managing various HR processes. With manual methods, tasks such as employee data management, leave tracking, and benefits administration can be time-consuming and prone to errors. However, with the right HR software solution in place, these processes can be automated, saving valuable time for both HR professionals and employees.

HR software also enhances accuracy by reducing the risk of human error. Manual data entry is more susceptible to mistakes that can have significant consequences. By automating these processes through software solutions, organizations can ensure accurate record-keeping and minimize costly errors.

Enhanced Employee Experience

A positive employee experience is essential for attracting and retaining top talent. An efficient HR department plays a vital role in creating this experience by providing seamless services to employees throughout their employment journey. By implementing user-friendly HR software solutions, organizations can empower their employees with self-service portals that allow easy access to information such as pay stubs, leave balances, and performance evaluations.

Furthermore, many modern HR software solutions offer features like employee wellness programs or recognition platforms that contribute to a positive work environment. These tools not only enhance employee satisfaction but also foster engagement within the organization.

Strategic Decision-Making through Data Insights

Data-driven decision-making has become increasingly important in today’s business landscape. With the help of robust analytics capabilities offered by advanced HR software solutions, organizations gain valuable insights into their workforce. These insights can be used to identify trends, predict future needs, and make informed decisions.

For example, HR software can provide data on employee turnover rates, allowing HR professionals to analyze the reasons behind it and implement strategies for improvement. Additionally, performance management modules within HR software enable organizations to track employee performance and identify areas where additional training or support may be required.

Compliance and Security

Compliance with labor laws and regulations is a critical aspect of HR management. Failure to comply can result in legal issues and financial penalties. HR software solutions often come equipped with compliance features that help organizations stay up-to-date with changing regulations.

Moreover, security is a top priority when handling sensitive employee data. Manual record-keeping methods face a higher risk of data breaches or loss due to physical damage or theft. On the other hand, HR software provides secure cloud-based storage options that ensure data confidentiality and protection.

In conclusion, implementing top-rated HR software solutions can significantly streamline your organization’s HR processes. With improved efficiency and accuracy, enhanced employee experience, strategic decision-making capabilities through data insights, as well as compliance and security features – these solutions empower your HR department to focus on strategic initiatives that drive business success.

This text was generated using a large language model, and select text has been reviewed and moderated for purposes such as readability.

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Human Resources (HR) Consulting Case Study

The Challenge: 

A contract dairy manufacturer had experienced rapid growth over several years and needed an HR strategy which supported a full relocation and restructure and identified further growth potential. The move involved the closure of a manufacturing plant in south Canterbury and relocation to Christchurch.  It also required outgoing placement support for those staff who did not wish to relocate.

The Solution:

Brannigans quickly recognised that communication and support for staff were key elements of the strategy, from the announcement through to implementation. This included on-site group workshops and individual programmes for those not moving with the company. Preparation of CVs, cover letters and interview techniques were all provided. For consistency of external messaging, Brannigans engaged a PR company on behalf of the client.

Concurrently, Brannigans managed the recruitment process for the new Christchurch manufacturing plant which required the recruitment of 35 staff from over 700 applications. As part of this process we designed and developed tailor-made HR systems to future-proof the business.

The Result:

The relocation was successful with minimal disruption and the staff turnover in the new plant has been low. Having set up the HR framework for the business, Brannigans now provides ongoing external HR consultancy support in all areas.

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Deloitte Human Capital - HR Transformation - Practice Cases

I am preparing for HR Transformation Case Interview scheduled for 2 hours. Has anyone attended HRT Case interviews to share your exeprience/ approach to these cases?

Also, I am have been looking for practice cases, but haven't been able to find any as yet.

Overview of answers

• Date ascending
• Date descending

My candidates had 3 types of cases for these roles:

• Cost-cutting cases with layoffs, outsourcing, shared service center, etc.
• M&A deals integration
• M&A deals synergies with the focus on people

1) Here is a basic structure for cost cutting cases :

Structuring:

• What is the cost composition and what are the biggest costs
• Benchmarking of the biggest costs to find the improvement potential
• Process improvements to meet the benchmarks
• Costs and benefits of the proposed initiatives

The key concepts that you have to learn:

• Internal / external benchmarking
• Core processes (usually are optimized) and the supporting processes (usually are cut)
• Math structures (Frequency of operations * time per operation)
• Other useful structures (e.g. people - process - technology)

2) For M&A integration cases it was about understanding what should be the approach to Merging the companies. Make sure you cover:

• Real reasons for the deals (Make sure you cover it in clarifying questions). Criteria for success
• Integration focus and new org structure
• Top management team composition
• Integration plan across different entities
• Communication to the employees and the clients.
• Early wins and potential integration risks

3) For Synergies cases focused on people typically you use a value chain structure tailored to the industry (e.g. supply-production-distribution-marketing-after sales support) to calculate the overlaps and savings on people. Think of outsourcing and shared services as well. Also add Risks - major risks that can decrease the synergies (tip: don't underestimate the merging companies culture factor)

Feel free to reach me for further help with these cases.

Deloitte HRT interview

Your might encounter Behavioral type of interview questions. Here is how to prepare:

1. List down the competencies required for the job e.g. teamwork, leadership, achievement, problem-solving etc.

2. Create a compelling story for every compentency you listed using STAR approach (Situation or Task, Action you took, Results you achieved)

3. During the interview, recall your story but don't over memorized!

List of example competencies and questions: https://law.duke.edu/sites/default/files/career/Complete_List_of_Behavioral_Interview_Questions_and_Answers.pdf

Deloitte HR Consulting- Behavioral Questions

Related products, integrated fit guide for mbb by clara.

• Combines key concepts review and a hands-on methodology
• Contains printable worksheets to prepare your stories
• Includes 20+ real examples and 50+ practice questions

Related Articles

Behavioral interview questions, cv interview questions, related cases.

Deloitte Case: Footloose

MBB Final Round Case - Smart Education

Bain 1st round case – blissottica, financial crm, bain case style - growth offensive at chemcorp [new], related case interview basics article(s), the capability maturity model (cmm).

Discover the CMM framework and its extension to the Capability Maturity Model Integration (CMMI), focuses on improving processes within an organization.

The PESTEL Analysis for Consulting

Unlock the potential of PESTEL analysis to drive success and thrive in the dynamic world of consulting.

The Role of the Hypothesis in Consulting

Explore how hypotheses serve as guiding lights in the dynamic world of consulting, leading to innovative solutions and transformative outcomes.

Similar Questions

Quick switches in consulting, how to answer "why consulting" in interviews, top tier/tier2/tier3 consulting firms.

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IMPACT STUDY

Integrating edij into intercultural work.

New impact study! See how pre- and post-trainings from our Equity, Diversity, Inclusion & Justice (EDIJ) consulting team helped a children, youth and family services mission prioritize and increase internal awareness and positively impact in-community service delivery.

As we work with multiple clients of varying missions and sizes—each one with their own unique identity and needs—we remain focused on driving engagement, results and impact. Being a member of our team means that you not only become a part of wonderful community of leaders and professionals, but you get to be involved in business development, special projects and new initiatives that help define our present and future work.

COMPREHENSIVE CASE STUDIES

Agile Support for an Organization With Significant Staffing Challenges

Client Demographics

• Nonprofit HR Practice Area:  Search
• Location: New York and Washington, D.C.
• Sector:  Nonprofit
• Mission Type: Research and Policy NGO
• Staff Size: 151 – 205 Employees
• Annual Budget: $10.1 – $20 million
• Type of Engagement : Recruitment Outsourcing — Professional Search
• Search Duration: Ongoing

Description

A research and educational organization enlisted Impact Search Advisors by Nonprofit HR for the full-cycle recruitment of several staff positions.

Click  here  to learn more about our Search practice and how we can support your organization’s unique needs.

Keeping A Professional Search On Track With Persistence and Creativity

• Location: Washington, D.C.
• Mission Type: Human Rights — Promoting Peace, Democracy and Justice
• Staff Size: Less than 25 employees
• Annual Budget: Less than $5 million
• Type of Engagement : Professional Search
• Search Duration: Five months

Due to recent events in their country, a small NGO nonprofit received significant global attention and substantial funding. To keep pace with the growth, the human rights organization engaged Impact Search Advisors by Nonprofit HR for a confidential, exclusive search to identify and refer candidates for a Director of Operations role.

Work-Life Integration Through Equitable Family Leave Policies

• Nonprofit HR Practice Area: HR Outsourcing
• Location: Nationwide (Remote)
• Mission Type: Education
• Staff Size: 99 Employees

A fully remote, nationwide education nonprofit sought to expand its family leave policy to aid in staff retention and support a more seamless transition back to the workplace and engaged Nonprofit HR’s Outsourcing team to help resolve the internal inequity of offerings across states.

Click  here  to learn more about our HR Outsourcing solutions and how we can support your organization’s unique needs.

Global EDIJ: Supporting an International Staff

• Nonprofit HR Practice Area: Equity, Diversity, Inclusion & Justice
• Location: Global/International
• Mission Type: International Environmental Council
• Staff Size: 115 Employees
• Annual Budget: $10 million
• Type of Engagement: Equity Assessment and EDIJ Committee Formation

As a global leader in the environmental space, the client aimed to further create an equity-centered, transparent and accountable organizational culture. Given its international structure, it was important that the diverse representation reflected the different parts of the world in which the organization operated.

Click  here  to learn more about our Equity, Diversity, Inclusion & Justice work and how we can support your organization’s unique needs.

Data-Driven Improvements With Immediate and Ongoing Results

• Mission Type: Advocacy/Legal/Policy
• Staff Size: 50 Employees
• Type of Engagement: Culture Audit

A national membership organization partnered with Nonprofit HR to assess its culture and identify and mitigate issues that permeated the senior leadership team (SLT) and staff.

From Interim Placement to Full-Time Executive

• Location:   San Francisco, California
• Mission Type:   Human S ervices/Poverty
• Staff Size:  1 51–250  Full-Time Employees
• Annual Budget:  $10.1–$20 Million

An organization engaged Impact Search Advisors in an Executive Search for their Interim Chief People Officer (CPO) to fill in gaps prior to starting the search for a full-time placement.

An Executive to Succeed a Legacy CEO

• Location:   National
• Mission Type:   Human Services
• Staff Size:  251 –500   Full-Time Employees

An organization engaged Impact Search Advisors in an Executive Search  for a new President & Chief Executive Officer (CEO) after their previous CEO announced he was retiring after being with the organization for ove r 30 year s. 

An Inaugural Health Equity leader

• Location:   Washington, D.C.
• Mission Type:   Health Education/Advocacy
• Staff Size:   26–75   Full-Time Employees
• Annual Budget:   $5.1–$10 Million

An organization engaged Impact Search Advisors in a Professional Search for a brand new Senior Director of Health Equity role.

Aligning Strategy, Driving Engagement and Increasing Effectiveness

• Nonprofit HR Practice Area:  Strategy & Advisory
• Location:  New York
• Mission Type:  Community Development
• Staff Size:  151–250 Full-Time Employees

An organization sought to transform  strategy, infrastructure and programs to support employee development and engagement, drive employee performance and advance overall organizational effectiveness.

Need Total Rewards support? Click  here  to learn more about our Total Rewards practice.

Need specific short-term HR support? Click  here  to learn about our Strategy & Advisory practice.

Building Equity and Inclusion in Organizational Policies and Operations

• Nonprofit HR Practice Area:  Equity, Diversity, Inclusion & Justice*
• Location:  National
• Mission Type:  Association for Healthcare Professionals
• Staff Size: 25 – 75 Full-Time Employees

An organization sought to take meaningful, intentional steps toward building equity and inclusion into their policies and operations as well as continue modeling inclusive leadership within their team.

MINI CASE STUDIES

Nurturing Effective Leaders in a Pilot Learning & Development Program

• Client: Loretto
• Location:   New York
• Mission Type: Healthcare
• Staff Size: 4,000 Employees
• Annual Budget: $70 Million

Loretto partnered with Nonprofit HR to design and implement a pilot leadership development program for their directors, managers and front-line supervisors. The organization shifted their focus on clinical skill development and recognized that, due in part to the pandemic, most of their supervisors, managers and directors had not received foundational leadership development. The goal of partnering with Nonprofit HR was to create and deliver a pilot project, with the intent to roll it out across all 600 of their directors, managers and supervisors over the next few years.

Click  here  to learn more about our Strategy & Advisory solutions and how we can support your organization’s unique needs.

Designing CEO Performance Management Processes

• Location:   Chicago, Illinois
• Mission Type:   Professional Membership Association – Healthcare
• Staff Size:  26–75 Employees
• Annual Budget:  $5.1–$10 Million

A Chicago-based healthcare nonprofit sought support in the development of a CEO performance management process and some related tools with the goal to drive performance and development in alignment with organizational culture and business objectives.

Assessing DEI to Enhance Mission Delivery

• Mission Type:   Arts & Culture
• Staff Size:  25 Employees
• Annual Budget:  Less than $5 Million

A New York-based arts nonprofit sought support conducting a DEI assessment to understand current environment and employee perceptions, gain thought partnership on DEI strategy development and identify education needs.

Leadership Development For Managers

• Nonprofit HR Practice Area:  HR Outsourcing
• Location:  San Francisco Bay Area
• Mission Type:  Intimate Partner Violence/Domestic Violence
• Staff Size:  25–75 Employees

An organization sought to increase its focus on people management and leadership development to ensure those in supervisory roles in the organization were properly trained to manage their team.

Fostering and Promoting Work-Life Integration

• Location:  Los Angeles, California
• Mission Type:  Advocacy/Legal/Policy

An organization  sought help in increasing work-life integration during the COVID-19 pandemic and avoid potential burnout.

Featured: We’ve Virtualized Our Workforce—Now What?

We’ve Virtualized Our Workforce — Now What? Scenario #1

• Location:  Silver Spring, Maryland
• Mission Type:  Health & Nutrition Advocacy
• Staff Size:  21 Full-Time Employees
• Annual Budget:  $5 Million

An organization’s leadership wanted to shift to a fully virtual model/workforce, but they had many years left on their lease and costs for renting office space that would go unused.

We’ve Virtualized Our Workforce — Now What? Scenario #2

• Location:  Washington, D.C.
• Sector:  Social Enterprise
• Mission Type:  Consulting and Professional Services on Membership for Associations
• Staff Size:  Under 50 Full-Time Employees
• Annual Budget:  N/A

An organization was in the middle of transitioning to a mostly virtual workforce and suddenly faced new challenges when this transition required expeditions.

We’ve Virtualized Our Workforce — Now What? Scenario #3

• Location:  Ashburn, Virginia
• Mission Type:  Public Parks Advocacy
• Staff Size:  61 Full-Time Employees
• Annual Budget:  $19 Million

An organization that was already shifting toward a hybrid workforce model now faced new considerations given the sudden onset of the COVID-19 pandemic.

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Case studies are important because they help make something being discussed more realistic for both teachers and learners. Case studies help students to see that what they have learned is not purely theoretical but instead can serve to crea...

Human Resources (HR) departments play a crucial role in managing an organization’s most valuable asset – its employees. From recruitment and onboarding to performance management and payroll, HR professionals are responsible for a wide range...

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It also required outgoing placement support for those staff who did not wish to relocate. The Solution: Brannigans quickly recognised that communication and

Our Senior HR Consultants each have more than 15 years of experience and our Senior Specialists have advanced human resource and business designations in

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Find out more on Deloitte Human Capital - HR Transformation - Practice Cases on the PrepLounge Consulting Q&A forum.

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Cases in Human Resource Management

• David Kimball - Elms College
• Description

Cases in Human Resource Management provides students with insights into common challenges, dilemmas, and issues human resource managers face in the workplace. Using a wide variety of well-known companies and organizations, author David Kimball engages students with original, real-world cases that illustrate HRM topics and functions in action. Each case is designed to encourage students to find new solutions to human resource issues and to stimulate class discussion. Case questions challenge students to think critically, apply concepts, and develop their HRM skills. The contents are organized using the same topical coverage and structure as most HRM textbooks, making Kimball the ideal companion for any introductory HRM course.

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Supplements

May adopt as a supplementary Text in the future.

KEY FEATURES

• Original case studies bring concepts to life through a number of well-known organizations, including Apple, Amazon, Google, LinkedIn, and Zappos.
• Case questions require students to think critically about HR issues and apply HR concepts to each case.
• An emphasis on important issues and current trends in HRM brings up key topics in the field such as state and federal minimum wage, succession planning, executive compensation, mindfulness, cyber attacks, CSR, and managing a multigenerational workforce.
• A chapter on international HRM topics examines important issues like that of helping expatriates succeed.

Sample Materials & Chapters

Chapter 7: Training, Leading, Talent Management and Development

Chapter 16: Global Issues for Human Resource Managers

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HR Strategies Assists in OSHA Compliance and Reduction of Penalties

Challenges: HR Strategies provides aid and counsel on a variety of government regulatory compliance issues. One of the biggest issues which HR Strategies aids…

HR Strategies Relieves Client of Employee Benefits Administration Hassles

Challenges: HR Strategies supplies its clients with a variety of human resource administration solutions. One of the biggest time relief solutions that HR Strategies…

HR Strategies Improves Client Satisfaction with Web Access

Challenges: HR Strategies supplies a multitude of human resource solutions in a variety of ways to clients. Through each method, HR Strategies is striving…

HR Strategies Advances Employee Retirement Funds by Offering Clients 401(k)

Challenges: HR Strategies is a Human Resource company, which supplies human resource solutions to many different client companies. One of the most sought after…

HR Strategies Aids in DOL Audit

DOL Audit Challenges: HR Strategies supplies a variety of human resource solutions to many different client companies, including HR consulting and regulatory compliance. For…

HR Strategies Delivers All Payroll On Time During Week Long Ice Storm

Ice Storm Payroll Delivery Challenges: With HR Strategies powerful integrated on-site support and personal service, clients can rest assured that the responsibilities of payroll…

HR Strategies Provides Swift Assistance in Workers’ Compensation Injury

Workers’ Compensation Injury Case Challenges: HR Strategies offers a variety of human resource solutions to their clients. One of the most sought after solutions…

The Keys to Running an Ethical Organization

What do Hewlett Packard’s spy operations, Wells Fargo’s fake customer accounts, and Mylan Pharmaceutical’s price-gouging all have in common? A lapse in Business Ethics….

6 Critical Leadership Skills That Will Take Your Career To The Next Level

All these skills apply regardless of your current job status, role, title, or position. It doesn’t matter if you’re just starting an entry-level position,…

HR Strategies Payroll Case Study

HR Strategies Delivers All Payroll On Time During Week-Long Ice Storm Challenge: With HR Strategies powerful integrated on-site support and personal service, clients can…

HR Strategies Regulatory Compliance Case Study

HR Strategies Assists in OSHA Compliance and Reduction of Penalties Challenges: HR Strategies provides aid and counsel on a variety of government regulatory compliance…

HR Strategies HR Consulting Case Study

HR Strategies Aids in DOL Audit Challenges: HR Strategies supplies a variety of human resource solutions to many different client companies, including HR consulting…

HR Strategies Workers’ Comp Case Study

HR Strategies Provides Swift Assistance in Workers’ Compensation Injury Challenges: HR Strategies offers a variety of human resource solutions to their clients.  One of…

HR Strategies Employee Benefits Case Study

HR Strategies Relieves Client of Employee Benefits Administration Hassles Challenges: HR Strategies supplies its clients with a variety of human resource administration solutions. One…

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Human Resources (HR) Consulting Case Study

The Challenge: 

A contract dairy manufacturer had experienced rapid growth over several years and needed an HR strategy which supported a full relocation and restructure and identified further growth potential. The move involved the closure of a manufacturing plant in south Canterbury and relocation to Christchurch.  It also required outgoing placement support for those staff who did not wish to relocate.

The Solution:

Brannigans quickly recognised that communication and support for staff were key elements of the strategy, from the announcement through to implementation. This included on-site group workshops and individual programmes for those not moving with the company. Preparation of CVs, cover letters and interview techniques were all provided. For consistency of external messaging, Brannigans engaged a PR company on behalf of the client.

Concurrently, Brannigans managed the recruitment process for the new Christchurch manufacturing plant which required the recruitment of 35 staff from over 700 applications. As part of this process we designed and developed tailor-made HR systems to future-proof the business.

The Result:

The relocation was successful with minimal disruption and the staff turnover in the new plant has been low. Having set up the HR framework for the business, Brannigans now provides ongoing external HR consultancy support in all areas.