1.
Recruitment:
Case Study 1: In 2020, Walmart announced plans to hire 150,000 temporary workers
for the holiday season. The company used a mix of traditional and digital recruitment
strategies, such as partnering with job boards and social media platforms, offering
virtual hiring events, and leveraging its employee referral program.
Discussion Questions:
• What are some advantages and disadvantages of hiring temporary workers?
• How effective do you think Walmart's recruitment strategies were in attracting
qualified candidates?
• What could Walmart do to improve its recruitment process for seasonal workers?
Case Study 2: In 2020, Amazon announced that it would be hiring 100,000 full- and
part-time workers across the US and Canada. The company used a mix of traditional
and digital recruitment strategies, such as job postings on its website and partner sites,
virtual job fairs, and automated resume screening tools.
Discussion Questions:
• What are some of the challenges that Amazon may face in attracting and
retaining a large number of workers?
• How can Amazon ensure that its recruitment process is fair and unbiased?
• How can Amazon's recruitment strategies be adapted to attract a diverse pool of
candidates?
2. Selection:
Case Study 1: In 2018, Google revamped its hiring process to focus less on candidates'
academic credentials and more on their soft skills and potential for growth. The
company uses behavioral interviews, work simulations, and assessments to evaluate
candidates' fit with the organization's culture and values.
Discussion Questions:
• Why do you think Google decided to change its hiring process?
• What are some advantages and disadvantages of focusing on soft skills and
potential over academic credentials in the hiring process?
• How can companies ensure that their selection process is fair and unbiased?
Case Study 2: In 2018, Marriott International launched its "Modern Apprenticeship"
program, which targets young people from disadvantaged backgrounds who may not
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have the skills or experience to succeed in traditional hiring processes. The program
includes job shadowing, mentoring, and skills training, and candidates are evaluated
based on their potential, rather than their past performance.
Discussion Questions:
• Why do you think Marriott International decided to launch this program?
• How can companies ensure that candidates from disadvantaged backgrounds
have a fair chance in the selection process?
• What are some of the potential benefits and drawbacks of evaluating candidates
based on their potential, rather than their past performance?
3. Evaluation:
Case Study 1: In 2019, IBM announced that it was phasing out its annual performance
reviews in favor of a more continuous feedback model. The company uses a mobile app
that allows employees to provide and receive feedback in real-time.
Discussion Questions:
• What are some advantages and disadvantages of annual performance reviews?
• How can continuous feedback help improve employee performance and job
satisfaction?
• What challenges do companies face when implementing a continuous feedback
model, and how can they overcome these challenges?
Case Study 2: In 2020, Salesforce announced that it was increasing its investment in
employee development, including a new program that provides career coaching and
skills training to all employees. The program includes regular check-ins with managers,
personalized learning plans, and opportunities to work on cross-functional projects.
Discussion Questions:
• How can investing in employee development help companies attract and retain
talent?
• What are some of the challenges that companies may face in implementing an
effective employee development program?
• How can companies measure the success of their employee development
programs and ensure that they are achieving their intended goals?
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