Here we are providing Human Resource Management Case Studies with solutions. HRM Case studies plays vital role in management education specially in subjects like Human Resource Management (HRM), Personnel Management, PAAP etc. It gives clear picture of the concepts when you practice it through case studies. Here we have tried to give some live case studies which are interesting and allows you to think beyond the theoretical part and make you capable to apply the concepts in real time situations. We are also providing to provide solutions which are free of cost. We welcome your feedback about these case studies.

Human Resource Management Case Studies with Solutions

HRM Case Study 1

Harsha and Franklin both of them are post graduates in management under different streams from same B-School. Both of them are close to each other from the college days itself and the same friendship is continuing in the organisation too as they are placed in the same company, Hy-tech technology solutions. Harsha placed in HR department as employee counselor and

Franklin in finance department as key finance executive. As per the grade is concerned both are at same level but when responsibility is concerned Franklin is holding more responsibility being in core finance.

By nature Harsha is friendly in nature and ready to help the needy. Franklin is silent in nature ready to help if approached personally and always a bit egoistic in nature. They have successfully completed 4 years in the organization. And management is very much satisfied with both of them as they are equally talented and constant performers.

Harsha felt that now a day’s Franklin is not like as he use to be in past. She noticed some behavioral changes with him. During general conversations she feels that Franklin is taunting her that she is famous among the employees in the organisation in the other hand he is not even recognised by fellow employees.

One morning Mr. Mehta General Manager Hy-tech technology solutions shocked while go through the mail received from Franklin about his resignation. Mr. Mehta called Harsha immediately and discussed about the same as she is close to Franklin. By hearing the news Harsha got stunned and said that she do not know this before she also reveled here current experience with him. Mr. Mehta who do not want to loose both of them promised her that he will handle this and he won’t allow Franklin to resign.

In the afternoon Mr. Metha took Franklin to Canteen to make him comfortable after some general discussion he starts on the issue. Franklin, after some hesitations opened his thinking in front of Mr. Mehta. The problem of Franklin is 1) when he comes alone to canteen the people from other don’t even recognize him but if he accompanied by Harsha he get well treated by others. 2) one day Both of them entered the company together the security in the gate wished them but the next day when he came alone the same security did not do so. 3) Even in meetings held in the office the points raised by Harsha will get more value so many a times he keeps silent in the meeting.

It happens to Franklin that he has to face such degradation in each day of work which totally disturbs him. Franklin also questioned that ” Harsha and myself have same qualification, from same institute, passed out in the same year both with first class. We have same number of experience in this organisation. More over the responsibilities with me are more valuable than that of Harsha. After all this things if I am been ignored or unrecognized by the fellow employees my ego does not allow me to continue here”.

By listening this statement Mr.Metha felt that it is not going to be very difficult to stop his resignation. Mr. Mehta explained Franklin the reasons for such partial behavior of the employees.

After listening to Mr. Mehta Franklin said sorry for his reaction and ready to take back his resignation. And he called Harsha and spoke with like before.


Find the reason that Mr. Mehta would have given to Franklin.

Solution for Case Study 1

Mr. Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from same college in same year. Both of them joined the company together both have same experience. Even in performance wise both stands in the same level i.e. both are constant performers and good performers.

Franklin analysed all the above said similarities between him and Harsha. He also stated that he holds more responsibility than that of Harsha. One thing Franklin did not notice or analysed is the job profile of Harsha. It is true that Franklin holds more responsibility than that of Harsha but when it comes to direct interaction with employees Harsha wins the employees attention in this aspect. Harsha being counselor in HR she faces the employees every day. She developed good rapport among the employees due to her friendly nature. She is always remembered by the employees whenever they face any problem as she gives good counseling and most of the times she suggest best solutions for such issues.

Franklin though holding key position in finance his profile does not allow him to interact with the employees. Though he has helping tendency he does only when someone approached him personally. As the employees of other departments do not have any relation with him they never approach him for help.

Mr. Mehta having good experience understood these things when Franklin explained his problems one by one. Later he relates each situation, explained by Franklin with the above said reasons, and made Franklin understood the reality.

Mr. Mehta said that the security in the gate or the employees in the canteen who recognized Harsha and not Franklin would have interacted with her during counseling or approached her for any issues. And as usual she would have counseled well or solved the issues of them that is the reason why they treat her and wish her whenever where ever they meet her. When it comes to the case of Franklin they would have hardly met him or interacted with him.

When it comes to the point that even in office meetings Harsha, points are valued so Franklin keeps mum. For this Mr. Mehta replied that the points put forward by her would be related to employees or from employees point of view which actually the management wants to know so they give value to her points. And as quoted Fraklin after, one or two such incidents, keeps silent in the meeting. He never made an attempt to raise some suggestions so management does not have any option to listen to that suggestion.

After listening to all the explanations given by Mr. Mehta Franklin realized his mistake and felt proud about the Rapport developed by Harsha among the employees. He said to Mr. Mehta that he will take back his resignation. And rushed to Harsha to make an apology and to meet her as a friend as like his college days.


Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in manufacturing industry from more than ten decade. The company employs more than 800 workers and 150 administrative staff and 80 management level employees. The Top level management views all the employees at same level. This can be clearly understood by seeing the uniform of the company which is Same for all starting from MD to floor level workers. The company have 2 different cafeterias at different places one near the plant for workers and other near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of same quality. In short the company stands by the rule Employee Equality.

The company has one registered trade union and the relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a pay master in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don’t have many grievances due to the other benefits provided by the company. But the company is facing countable number of problems in supplying the materials in recent past days. Problems like quality issues, mismatch in packing materials (placing material A in box of material B) incorrect labeling of material, not dispatching the material on time etc…

The management views the case as there are loop holes in the system of various departments and hand over the responsibility to HR department to solve the issue. When the HR manager goes through the issues he realized that the issues are not relating to system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is

>  The company hired new employees for higher level post without considering the potential internal candidates.

>  The newly hired employees are placed with higher packages than that of existing employees in the same cadre.

Questions with solutions:-

Q 1. Narrate the case with suitable Title for the case. Justify your title.


Employee Equality is not the need for every hour. In the above said case Watson Ltd had provided all facilities to employees at each grade in equal manner. But still the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc.. and the HR manager said that the policy of hiring new employees for higher post without considering old potential employees is the major problem.

“Employee recognition VS Employee equality”. As the HR manager states that employees are not been recognized for the potential rather company has gone for new recruitment. Because of which the company faces problems.

Q 2. The points rose by the HR manger as reason for the latest issues in the organization is justifiable or not. Support your answer with Human resource related concepts.


Yes the points raised by HR manager is justifiable because “Human beings are social Animals as popularly” said by many Human resources Scholars. So human minds demands for social recognition, self respect, consideration etc for their work and performance.

In the above said case even the company provides and stands by the concept employee equality when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production.

Related HR concept.

Slow down Production:

The concept of slow down production is a type of strike done by employee. The Industrial Relations sates that when the employee wants to show their dissatisfaction to the management but don’t want to go for strike they follow slow down strike. The impact of which will be understood after a particular time period

Employee Recognition:

Human beings can be easily motivated by Rewards and recognition than that of money. In this case also the employee are not satisfied even after all facilities just because of the reason that they are not recognized.

Hawthrone Experiment:

In the four type of test conducted by Elton mayo the remarkable hike in production is recognized in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. Before the new hires if the management consulted the employees both management and employees would have avoided this issue

Hygiene Factor:

Theory of hygiene factor states that there are certain factors related to employees the presence of which will not create major impact but the absence of such things will lead to a de motivation to the employees. Employee Recognition is one such factor when the management fails to do so it will Detroit the employees to a great extent.

Q 3. Help the organization to come out from this critical issue. If you are in the role of HR manager what will be your immediate step to solve this case.


If I was in the post of the HR manager I will try to discuss the issue and ask for the reason from the management for new recruiting rather than considering available potential talents. I will personally analyses the reasons provided by management and if acceptable i will discuss the same with the employees. Everything is possible when discussion is done. So I will discuss and convince the employee that this wont happen again in the organization. I will also initiate the collective bargaining process for reasonable salary hike for the existing employees.


You Mr. A of Alfa community, are a newly appointed manager of  a workshop, which has been categorized as an essential service. This means that the workshop must function on all the days. Rules lay down that, at least, two individuals must be on duty irrespective of their seniority or specialization. The workshop is manned by an equal number of individuals of the two communities, Alfa and Beta. A good tradition has been built, i.e. when one community has a festival, the workers from the other community man the workshop and vice versa.

Recently, there were labour union election and Mr. Beta community has been elected as  the leader. The new leader is reported to be very Whimsical (unusual), though very good at heart. Your day of trial dawned when it came to light that on Friday next, both the communities claim to be their religious day. Both the communities want the other community to perform the duty on that day. While Alfa community is banking on you; the others are equally sure of their union leader from beta community winning the day for them. You realise that there have been a lot of discussions and more negotiations and discussions are making the situation worse. The attitudes of both the parties are hardening and the last discussions had ended as a war of words. You do not want to damage the good relations between the two communities built over the years but still have to solve the problem. What will you do?

Solve this case using following method:

Give all the possible solutions available for the case along with advantage and disadvantage for each solution.

Compare the solutions and justify the best solution.

Give suitable Title for this case.

Solutions for Case Study 3

Answer of this case study will be available soon. Stay Connected.


Mr. Bhat, Human Resource Manager of IVS Group of companies approached the CEO on 30th march, 2007 and apprised him of the absence of Mr.Ajay Vaidhya, Assistant Accountant in the Corporate Finance Department, for the past one month and requested him to approve the show-cause notice to be saved to Mr.Ajay as per the Labour Laws in force.

The CEO told Mr.Bhat: “When Mr.Ajay has been absent for the last one month , your duty is to go to Mr.Ajay,s  house, find out the reason and solve the problem of Mr.Ajay, and not just to report the absence to me. Go immediately to Mr.Ajay,s house find the reason and report it to me before 5.oo P.M. today.”

Mr. Bhat immediately left for Mr.Ajay’s house and learnt from Mr.Ajay ‘s Wife that Mr.Ajay has been in distress as he has been trying to mobilise Rs.1,00,000 for the surgery of his sick wife in a reputed hospital in Chennai. Mr.Bhat could meet Mr.Ajay around 3.PM and both of them then met the CEO. Both of them apprised the CEO the reason for the absence and distress of Mr.Ajay.

The CEO immediately contacted the hospital and informed them that the company will pay Rs.1,00,000 tomorrow i.e., 31st March 2007 and requested the doctor to conduct the surgery for Ajay’s wife tomorrow itself.

The CEO ordered Mr.Bhat to arrange to issue a cheque for Rs.1,00,000 in favour of the hospital and also pay Rs.10,000 in cash to Mr.Ajay to meet incidental expenses as a grant. Mr.Ajay as well as Mr.Bhat were surprised at the decision of the CEO Mr.Ajay became emotional and touched the feet of the CEO.

The CEO told Mr.Bhat:”Problems of our employees are the company’s problems. We treat the employees as human being and members of the company’s family.”

This piece of news spread in the entire company within no time and the employees felt highly secured. The productivity level increased by 100% in the next quarter itself and sustained over the years to come.


1. Why did Mr.Bhat prefer to follow a legal approach to the problem?

2. Why did the CEO provide Rs.1,10,000 as just a grant to Mr.Ajay ?

3. What would be the morale of employee’s family members after this incident?

4. Suggest a suitable title for the above said case and justify that title.


1. Why did Mr. Bhat prefer to follow a legal approach to the problem?


Mr.Bhat preferred to follow a legal approach against Mr.Ajay for being absent from his job, for the following reasons

• As Mentioned in the case by Mr.Bhat noticed that Mr.Ajay kept himself absent from job without being informed the authorities which is not considered as a fair practice done by any employee as per Labour Law.

• Mr.Ajay is working in an important department in the organisation ( corporate finance), his absence might affect the performance of the department.

• In the other hand remaining employees in the department are loaded with extra responsibility as they need to share the duties of Mr. Ajay which may created stress on them.

• Above all if any legal action is not taken against Mr.Ajay this may lead to a bad example to other employees and among some of them may take an advantage of this.

Hence by considering the above said reasons Mr.Bhat preffered to follow a legal approach of issuing a Show cause notice to Mr.Ajay

2. Why did the CEO provide Rs.1,10,000 as just a grant to Mr.Ajay ?


CEO Didnot approach the issue of an individual who didnot return to the job for more than one month. He realise that there must be an valid reason behind this. So he demand Mr.Bhat to visit Mr.Ajay’s resident and find out the reason for his absence. When he get to know the issue he analysed it and considered it as an opportunity to make the employees realise that they are the assets of the organisation. And being a CEO employee’s well being and his family members well being matters for him.

He also knows that the loyalty of the all the employees will be improve and this will ultimately increase the efficiency of the employees. Hence he granted Rs.1,10,000 to Mr.Ajay and his family which will benefit both Ajay and his family and also create a positive impact on the employees.

There are so many benefits behind this grant some of those benefits are increased Job security, increased morale , strong loyalty, improve efficiency, employees family will have faith on the organisation, increased production output etc…

Considering the above said benefits CEO granted the above said amount to Mr. Ajay.

3. What would be the morale of employee’s family members after this incident?


The incident spread like an fire in the organisation and through the employees to their family also. After listening to this Ajay’s family members felt so thankful to the organisation especially to the CEO who considered their problem and helped to solve the issue. The concern of the CEO obvious saved a life in their family.

Along with Mr.Ajay’s Family members the family members of other employees also felt that IVS is the safe place to work and it is safe not only to the employees but also to their family also.

So the family members felt secured, loyal and very well satisfied about the organisation.

4. Suggest a suitable title for the above said case and justify that title.


By reading the case one can judge or decide the Suitable title of the case as there is no restriction to it.

Example title is “employee morale leads to improved efficeny”

“ satisfied employees produce tremendous results” “



  1. swetha .k March 2, 2013 at 10:58 pm

    pls snd solution for the 2 nd case

    • nag March 31, 2013 at 5:19 pm

      plz send the solution casestudy2

  2. sudhir March 26, 2013 at 4:31 pm

    can u send me case 2 and case 3 solution

  3. sonam phuntsho May 14, 2013 at 10:01 am

    please can you send me solution for case # 3

  4. Doug Mcdowell May 19, 2013 at 4:17 pm

    Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. “Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include “manpower”, “talent”, “labour”/”labor” or simply “people”.-..'”

    • van April 16, 2014 at 6:38 am

      very well explained and differentiated

  5. Kavita Sharma May 20, 2013 at 1:48 pm

    Plz send me the solutions of these case soon as possible

  6. seemaa July 29, 2013 at 6:29 pm

    Plz send me the solutions of all these case soon as possible.

  7. keerti sahu August 13, 2013 at 9:27 am

    plz send me the solution

  8. Feliciana Pachetty September 12, 2013 at 3:17 pm

    Please the solution for case study 3…..

    • zara November 6, 2013 at 12:54 am

      can you please send me the solution of case study 3

  9. Mr. Bo September 13, 2013 at 10:26 am

    how do i post my study case to you?

  10. marzie October 10, 2013 at 3:41 pm

    can u send me case 4 solution

  11. Himanshu Tyagi October 23, 2013 at 6:36 am

    Please send me the solutions to these case studies as soon as possible

  12. Amruta October 26, 2013 at 5:18 pm


    Do you have any case study regarding compensation management with solution for MBA level


  13. Archana Jog November 10, 2013 at 10:16 pm

    I would like to get the solution for vade 3 and cade 4 please.

  14. bharat February 11, 2014 at 12:16 pm

    plz send case 4 solution for today i need this solution plz plz lz

    • bharat February 11, 2014 at 12:26 pm

      plz send solution of case 4 on my mail

    • Prof. Deepak Pore February 12, 2014 at 11:12 pm

      We have updated post with Case 4 solutions.

  15. aroo March 7, 2014 at 12:00 am

    Please the solution for case study 3…

  16. Pervez March 20, 2014 at 1:03 pm

    pls snd solution for the 2 nd case

  17. Pervez March 20, 2014 at 1:05 pm

    Please send solution for the third case study.

  18. sobah March 21, 2014 at 9:52 pm

    please send answers of case study 3

  19. sobah April 15, 2014 at 9:51 am

    identify the problem of raghav chemical ltd

  20. sobah April 15, 2014 at 9:56 am

    Give all the possible solutions available for the case along with advantage and disadvantage for each solution.

  21. Sohini April 19, 2014 at 12:12 pm

    If an employee has suffered from severe Heart disease, what steps to be taken to release that employee on immediate basis. Please reply

  22. marwa June 22, 2014 at 5:40 am


  23. Mohammad Naushad June 24, 2014 at 11:42 am

    Please send me the soft copy of case studies on HR

    • Prof. Deepak Pore July 8, 2014 at 2:20 pm

      Service has been discontinued. Sorry for inconvenience. Content is free to read. Use can use for any research or study purpose with proper reference and links credit. Thank you.

  24. rushikesh July 3, 2014 at 11:12 pm

    plz snd all case study………..

    • Prof. Deepak Pore July 8, 2014 at 2:16 pm

      We can not process your request. Service has been discontinued. Sorry for inconvenience. Thank you.

  25. basiredy July 24, 2014 at 7:59 pm

    plz tell me casestudy4 solustion

  26. manpreet. September 21, 2014 at 10:56 am

    plz send me a case study on maternity benefit act 1961 wth relevant solution. pls.

  27. Samuel ajayi October 5, 2014 at 11:31 pm

    Please send me the full cases and their solutions for an inhouse use for new HR recruits.

  28. nancy November 22, 2014 at 9:49 am

    send all case study today

  29. Ester January 29, 2015 at 12:54 am

    please send case studies with solutions.thank you.

  30. manish ojha January 29, 2015 at 3:59 pm

    plz send me


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