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European Journal of Training and Development

ISSN : 2046-9012

Article publication date: 15 February 2022

Issue publication date: 2 August 2022

This study aims to examine how case study research has been applied in the field of human resource development (HRD).

Design/methodology/approach

The authors examined HRD case study research by analyzing 118 refereed, empirical case study articles published between 2000 and 2020 in three Academy of HRD-sponsored journals.

Findings suggest that case studies have an established place in HRD research. The disciplinary convention has been exploratory case studies, which, to a greater extent, draw on single-case research designs. When examining the proportion of case study articles in relation to all empirical, peer-refereed publications in the journals, the authors found a slight decline in case study research publications in recent years. The results of our post hoc exploratory analysis indicate that HRD case study research that contributes to theory development by eliciting concepts and their relationships is likely to receive more scholarly attention than case studies that provide rich descriptions of the phenomenon. The results also suggest that it is rather case study’s contribution to theory than selected features of case study that attracts scholars’ attention.

Originality/value

The study identified several approaches to conducting case study research that have received less attention by HRD researchers. The authors encourage HRD researchers to expand their repertoire of case study approaches. The authors also provide recommendations addressing the issues of methodological self-awareness, rigor and transparency in case study research.

• Case study methodology
• Research design
• Qualitative research

Acknowledgements

The authors wish to thank the anonymous reviewers and Dr Thomas N Garavan for their constructive comments.

Tkachenko, O. , Seo, J. and Ardichvili, A. (2022), "Case study research in HRD: a review of trends and call for advancement", European Journal of Training and Development , Vol. 46 No. 7/8, pp. 693-708. https://doi.org/10.1108/EJTD-10-2021-0160

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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.

See what’s new to this edition by selecting the Features tab on this page. Should you need additional information or have questions regarding the HEOA information provided for this title, including what is new to this edition, please email [email protected] . Please include your name, contact information, and the name of the title for which you would like more information. For information on the HEOA, please go to http://ed.gov/policy/highered/leg/hea08/index.html .

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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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This title is also available on SAGE Knowledge , the ultimate social sciences online library. If your library doesn’t have access, ask your librarian to start a trial .

• HRD Case Studies

Table of Contents

Real-world scenarios provide valuable insights into the complexities of Human Resource Development (HRD). These HRD case studies offer a glimpse into challenges faced by organizations and how effective HRD strategies can lead to improved performance, employee engagement, and organizational success.

Case Study 1: Powering Employee Growth at XYZ Tech

Challenge: XYZ Tech faced high turnover due to limited growth opportunities. Employees felt stagnant in their roles, leading to disengagement and talent loss.

Solution: HRD implemented a competency-based framework, identifying skills required for advancement. Training and development programs were tailored to bridge skill gaps and empower employees for new roles.

Outcome: Employee retention improved, and internal promotions increased. A culture of continuous learning was established, enhancing employee morale and organizational performance.

Case Study 2: Navigating Diversity at GlobalCorp

Challenge: GlobalCorp struggled with diversity and inclusion, leading to communication barriers and low collaboration among teams.

Solution: HRD initiated diversity training to foster understanding and inclusivity. Cross-cultural communication workshops were conducted, addressing stereotypes and biases.

Outcome: Teams became more cohesive, harnessing diverse perspectives for innovation. Employee satisfaction rose, positively impacting overall company culture and productivity.

Case Study 3: Bridging Skill Gap at HealthFirst Hospital

Challenge: HealthFirst Hospital faced a gap between the skills of newly hired nurses and the demands of the job, affecting patient care quality.

Solution: HRD partnered with nursing schools to develop a bridge program. The program offered hands-on training and mentoring to recent graduates.

Outcome: The bridge program improved nurses’ practical skills and confidence. Patient satisfaction scores increased, reflecting the positive impact of HRD interventions.

Case Study 4: Fostering Leadership Pipeline at InnovateTech

Challenge: InnovateTech lacked a robust leadership pipeline, resulting in external hires for higher roles and demotivated internal talent.

Solution: HRD implemented a leadership development program, identifying high-potential employees and providing them with mentoring, coaching, and strategic assignments.

Outcome: The company built a strong internal leadership pool, reducing external hires. Employee morale improved as career growth prospects became more tangible.

Case Study 5: Agility Amidst Change at Transform Inc.

Challenge: Transform Inc. underwent a major restructuring, causing uncertainty and resistance among employees.

Solution: HRD designed change management workshops to address employees’ concerns. Open communication channels and interactive sessions helped in easing the transition.

Outcome: Employee buy-in increased, and resistance diminished. The company adapted more smoothly to the changes, maintaining productivity during the transition.

HRD case studies showcase the transformative power of effective human resource development strategies. By analyzing real-world challenges and solutions, organizations can glean valuable lessons to drive employee development, create inclusive cultures, bridge skill gaps, foster leadership, and navigate change successfully.

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Human Resource Development

1 Human Resource Development: An Overview

• Meaning of HRD
• Importance of HRD
• Evolution of HRD
• HRD Mechanisms
• Issues and challenges in HRD
• Role of top management in HRD

2 HRD Systems

• The Concept of Human Resource Development System
• Ten Commandments of HRD System
• Components of HRD Systems
• Subsystems of HRD System
• Emerging New Sub-systems of HRD
• Designing HRD System

3 HRD: Processes and Methods

• The Concept of Human Resource Development Process
• HRD Processes and HRD Climate Variables
• Stages of HRD Framework
• Inter-linkages of the HRD Processes and its
• Outcome on HRD as well as on Organization
• Case – Power Grid Corporation

4 HRD for Employees

• HRD: Conceptual Development
• Meaning and Definition of HRD
• HRD for Managers
• Functions of HRD Department for Employees

5 Role of HR Managers

• Emerging issues faced by HRD Professionals
• Role of HRD professionals in Organizations

6 Competency Mapping

• Competency: Meaning and Definition
• Classification of Competencies
• Competency Mapping
• History of Competency Mapping
• Need for Competency Mapping
• Significance of Competency Mapping
• Competency Model
• Competency Ice Berg Model
• Holistic Competency Model
• Approaches in development of Competency Model
• Who identifies competencies?
• Assessment Center

7 Analysis of Performance and Career Planning

• Performance Management
• Systems Theory and Human Performance
• Historical Perspective of Behaviorism in Business and Industry
• Concept and Definition of Career
• Career Development Perspective
• Career Transition and Choices
• Career Anchors
• Career Problems
• Individual Strategies and Decision Making
• Career Trends and rising employment trends in India 2020

8 HRD Culture and Climate

• Defining Climate
• HRD Climate and Organisational Climate
• Elements of HRD Climate
• Measurement of HRD Climate
• Survey of HRD Climate in Indian Organisations
• What Contributes of HRD Climate?

9 Counselling, Coaching and Mentoring

• The Concept and Objectives of Coaching and Mentoring
• The Basic Processes of Coaching and Mentoring
• The Coaching Process
• The Process of Mentoring

10 HRD in Industrial Relations

• Defining Industrial Relations
• Defining HRD/OD
• HRD-OD-IR Linkage
• Pressure for Change: Need for Integration of HRD and IR
• Development Approach to Industrial Relations
• Pre-requisite for a Successful HRD/OD Approach to IR
• Developmental Mechanism for Improving IR

11 Emerging Trends and Perspectives

• The business environment
• The management challenges
• Trends in HRD function
• Sectoral trends

12 HRD Experiences

• HR Planning and HRD
• Job Description and HRD
• Recruitment and HRD
• Selection and HRD
• Training and development and HRD
• Talent management and HRD
• Performance appraisal and HRD
• Compensation and rewards development
• Employee engagement and HRD
• Ethics and HRD
• Technology in HRD

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'Strategic Human Resource Development: A conceptual exploration'

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Fotios Mitsakis

Although there is a consensus that Strategic Human Resource Development (SHRD) can play an important role within organisations, the ways in which it is operationalised during periods of business and economic uncertainty and complexity remains under-researched. This research explores the adoption and maturity of SHRD in Greek banks within the challenging context of the economic crisis. It examines how SHRD is perceived and operationalised within both financial institutions through the respective lenses of different HRD stakeholders. It further identifies the factors that can constrain or facilitate the adoption and maturity of SHRD in organisations. A modified SHRD framework (with its set of strategic characteristics) is proposed so to assess and evaluate SHRD maturity in both organisations. The study draws upon qualitative research data from two case studies, reporting on 76 semi-structured interviews with HR staff, branch managers and front-line employees, complemented by documentary analysis. Research data was interpreted through a pre and post-crisis assessment so to allow for an in-depth investigation into people’s perspectives on the understanding and maturity of SHRD over time. Research evidence highlights the complexity being attached to stakeholders’ understanding of SHRD, with their perceptual contradiction to be noticed. There is also mixed evidence on the employment of the strategic criteria, and of their respective indicators, in both cases. However, a striking observation suggests HRD practices being proved “environmentally-integrated” (fully aligned with new business objectives, besides their short-term orientation) in terms of their responsiveness to the constantly changing business environments. Finally, economic crisis has been identified as the major impeding factor of SHRD, with other factors to follow. The thesis’ original contribution derives from applying a modified SHRD framework within the challenging context of an economic crisis (thus addressing previous models’ limitation of being assessed within “static” business and economic environments). The study also advances qualitative research through its adopted methodological approach (case study research strategy, before-and-after research design, multi-constituent research perspective). Finally, it contributes to SHRD literature by extending a large amount of knowledge within a different/specific industrial and national context.

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World Intellectual Property Report 2024: Making Innovation Policy Work for Growth and Development

Geneva, May 2, 2024 PR/2024/916

A new WIPO report probes the intersection of human innovation, economic diversification and industrial policy and finds that the key to sustainable growth for countries is to focus policy making on developing local innovation capabilities.

The biennial  World Intellectual Property Report (WIPR) “Making Innovation Policy Work for Development” documents a recent resurgence in industrial policy making, including in many developing and least developed countries, aimed at ensuring a wide and growing economic structure base - and the innovation, creativity and technology required to achieve it. 

Photos on Flickr

The WIPR establishes a novel methodology that maps 20 years of innovation capabilities across 150-plus WIPO member states, pinpointing how different countries have boosted their economic diversification in areas of technology, science and exports. Through this, the WIPR results help governments design their policies in a highly dynamic economic and political environment.

We hope this report will guide policymakers across the world on how to leverage innovation for improved productivity, competitiveness, and development amid global economic shifts, geopolitical tensions and digital acceleration.

Our report shows that countries that leverage on local strengths, build diverse innovation ecosystems and develop deep capabilities are in a better place to win the innovation race.

said WIPO Director General Daren Tang , adding

We hope that policymakers will find the data and insights in this report useful and interesting as they build durable innovation ecosystems that brings real growth over decades.

To help guide policymakers, the report documented:

• Power of local capabilities: Countries often use their existing innovation capabilities as a springboard for diversification. Innovation capabilities based on scientific, technological and production know-how in a particular country or region can be measured by studying the data on scientific publications, patent applications and international trade respectively. For example:
• Economic Specialization and Diversification: Analysis of nearly 40 million patent filings, over 70 million scientific papers and economic activity worth more than 300 trillion dollars in goods and services exports, reveals that innovative outcomes are highly concentrated. Over the past 20 years, for example, the top eight countries account for 50 percent of exports, 60 percent of scientific publications and 80 percent of international patenting. But change is occurring: China, India and the Republic of Korea saw big increases in their technological diversification over the period. China jumped from being specialized in only 16% to 94% of all technological capabilities, the Republic of Korea's technological capabilities went from 40% to 83%, and India saw its technological capabilities double from 9% to 21%.
• Innovation Complexity: Innovation complexity is the knowledge in an economy as expressed in the diversity and sophistication of the science, technologies, and products it generates. Complex capabilities are rare and only diversified innovation ecosystems can make use of them. Of the three types of innovation capabilities, technological capabilities are the most complex and also more likely to generate higher growth.

Case Studies Spotlight

The WIPR focuses on three case studies across eight countries to reveal insights on how innovators and policymakers leveraged and enhanced existing industrial capabilities to create the advanced and sophisticated motorcycles, videogames and agricultural technologies of today.

Motorcycles Industry - full throttle on innovation

The documented evolution of the motorcycle industry is a key example of human innovation and economic diversification, which economists and policymakers can use to spur sustainable, long-term growth across the globe.

The experiences of Italy, Japan and India show how historical ties with closely related sectors - including bicycles, automobiles, and aviation – have allowed them to carve out their own unique specialized trajectories within the same innovative and complex industry.

For instance, Italian motorcycles excel in high-performance and groundbreaking design thanks to vibrant know-how in racing and top of the line craftsmanship; the big four Japanese motorcycles companies (Honda, Yamaha, Kawasaki, Suzuki) dominate the global market by exploiting Japan’s complex innovation capabilities on advanced technologies, product reliability, and sophisticated supply-chain logistics ( keiretsu ) ; and Indian motorcycle companies have emerged as a key global industry player catapulted by India’s capabilities on cost efficient production, particularly prioritizing fuel-efficient engines.

The motorcycle case study provides evidence of strategic implementation of industrial policies, such as those that enhanced the rise of national champions in Japan or faster adoption of electric two- and three-wheelers in India. 

Today, the motorcycle industry is in a new and disruptive transformational journey driven by changing consumer preferences, a heightened focus on sustainability and technological shifts. Electrification, artificial intelligence, and enhanced connectivity technologies are revolutionizing the industry.

Agricultural Leveraging Technologies  

The agricultural sector is undergoing a spectacular technological transformation as shown by the 239% increase of patent protected agriculture inventions in the last decade. New scientific breakthroughs in genetic engineering and the adoption of frontier robotic and digital technologies are increasing the innovation sophistication of one of the oldest economic activities.

The increase in innovation complexity in the agricultural sector is happening around the world. For instance, scientists in Kenya have leveraged their plant breeding capabilities to create a pest-resistant maize variety successfully being used across the African continent. In Brazil, sugarcane and sugar production capabilities were the standpoint for Brazil's global leadership of ethanol related technologies helping consumers find sustainable fossil-fuel alternatives.

The Rise of the Global Videogame Industry

The videogame case study showcases how seemingly unrelated existing capabilities can be used to create an innovative and sophisticated new industry.

The video game industry is a breeding ground for new businesses, with around 45% of game developers being newly founded companies. This dynamic environment fosters competition and innovation, contributing to the industry's rapid growth.

In addition, the report finds that around 15% of new video games launched each year are based on existing intellectual property (excluding sequels).

The development of the global video game industry has seen regional hubs navigating unique challenges and capitalizing on local strengths. The four video game industry hubs discussed in the chapter demonstrate how local expertise, cultural capital and interconnected industries collectively have influenced the industry's evolution and offer strategic insights for policymakers.

World IP Report 2024: A Guide for Policy Makers

The report provides a new policy toolkit that can help countries replicate these success stories. By identifying over 600 technological, scientific and production capabilities spread around the world, the new framework allow decision takers to design smart policies based on empirical evidence.

Policy makers can see where, when and how to target their innovation policies, either by nurturing their strengths, or by leveraging them to attain new and exciting scientific, technological and production opportunities.

The World Intellectual Property Organization (WIPO) is the United Nations agency that serves the world’s innovators and creators, ensuring that their ideas travel safely to the market and improve lives everywhere.

We do so by providing services that enable creators, innovators and entrepreneurs to protect and promote their intellectual property (IP) across borders and acting as a forum for addressing cutting-edge IP issues. Our IP data and information guide decisionmakers the world over. And our impact-driven projects and technical assistance ensure IP benefits everyone, everywhere.

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