Hr Case Studies

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This study of a real firm presents robust econometric evidence that WFA regimes can have positive effects on net worker output, especially for experienced hires working interdependently.

For new hires, however, colocation is often needed to facilitate their learning.

The new flagship workspace, which opened in Europe last year, includes few closed cubicles, video conference rooms, trendy cafes, open terrace gardens and an auditorium to inspire innovation and boost productivity among its Millennial workforce.

To address a high employee turnover rate, Gap Outlet’s HR department developed a new program that improved work-life balance and increased productivity and quality by 21% and 15%, respectively.

The initiative aimed to significantly alter office culture by emphasizing performance based on output over hours worked – culminating in a new policy without mandatory meetings or times when you had to physically be at work.

Google’s HR team worked to initiate a new policy that has spurred the development of 50% of Google’s new product launches, including Gmail, Google News, Orkut and Ad Sense.Employees exhibit a high tolerance for inequality when job titles differ, which may explain why incentives are granted through promotions, and gender pay differences are most pronounced across positions. From Baby Boomers retiring in record numbers to new technology changing where and when we work, the most successful companies are planning for what’s next.The multiyear pilot program succeeded by using flexible scheduling policies and work-life balance tools.Facing a high turnover rate that was costing the company million annually, Pricewaterhouse Coopers LLC’s HR team conceived of and implemented programs that significantly reduced its turnover rate and improved employee satisfaction.The programs were designed to solve job satisfaction issues by improving relations among senior managers and their staff and improving work-life balance.MGM Grand Hotel and Casino’s HR department spearheaded a training and mentoring program to improve job satisfaction that has contributed to more than 90% of MGM Grand employees reporting that they’re satisfied with their jobs and 91% claiming that they’re proud to tell others where they work.As the workforce grows more complex, the role of Human Resources is changing as more HR professionals are partnering with the C-suite to help companies stay focused on what’s next in the workforce.Here are some examples of strategic HR helping companies remain competitive and boost the bottom line: As part of senior company leadership, Best Buy’s HR team saw the need to implement a performance initiative that significantly decreased average voluntary turnover and boosted productivity an average of 35%.The policy allows Google engineers to spend 20% of their work time (one day per week) on projects that interest them – outside of their normal workload.Microsoft’s HR department played a key role in visioning, planning and building an innovative workplace that has resulted in more mobile working styles and, more importantly, an increase in worker productivity.

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