STUDY ON REAL-LIFE CASE STUDY AND

SOLUTION GENERATION

Submitted
by

Praseetha P
(DP/23/FE/05)

Under the Supervision of

Dr.A.Sasirekha
Associate professor

Submitted
to

National Institute of Fashion Technology (NIFT)

Rajiv Gandhi Salai, Taramani
Chennai, PIN – 600 113
Ph. 044-22542771, Fax: 044-22542763
Web: www.nift.ac.in
April, 2023-2024

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 DECLARATION

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work carried out by me during the period from ______________to _________________

except as cited in the references. This report has not been submitted to any other University

or Institution for award of any degree/diploma etc.

Signature
Name of the Students:
Date:

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 CERTIFICATE

This is to certify that Mr. / Ms. -------------------------------------- of the National Institute of

Fashion Technology (NIFT), Chennai has successfully completed his/her project work titled
----------------------------------------------- in partial fulfillment of the requirement for the
completion of their course as prescribed by the National Institute of Fashion Technology.

This ‘Research work’ report is the record of authentic work carried out by him/her during the
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 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

NO
1. INTRODUCTION
1.1. ABOUT THE CASE STUDY
1.2. PROBLEM STATEMENT

2. ANALYSIS FRAMEWORK
2.1. CONFLICT ANALYSIS
2.2. LEADERSHIP ANALYSIS
3. SOLUTION GENERATION
4. CONCLUSION
5. REFERENCES

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1.INTRODUCTION:
1.1. ABOUT THE CASE STUDY :

The following case study is a real time situation faced by a HR OF WIPRO

company.
"I work as an Assistant Manager ( HR ) for Wipro Nordics region. I faced a
challenging situation during the onboarding process of a highly qualified
candidate. The Background Verification (BGV) team flagged an issue, stating a
specific document was required for onboarding, which, according to Swedish
employment regulations, wasn't mandatory. This situation was complicated by
the absence of my Senior Manager at the time.
Understanding the candidate's importance, who had outperformed all other
applicants for the role, I took the initiative to resolve the issue. I reached out to
the Global HR of the Europe region, explaining the discrepancy between the
BGV team's requirements and the actual legal requirements in Sweden. My
efforts were successful, and we managed to complete the background
verification and onboard the candidate.
Reflecting on the considerable effort it took to obtain multiple approvals, I
identified a gap in the BGV team's knowledge of local laws and regulations. To
prevent similar issues in the future, the Global HR Head agreed with my
suggestion to conduct a refresher training for the BGV team members. This
incident not only helped improve our processes but also provided me with an
opportunity to showcase and enhance my teaching skills."

1.2. PROBLEM STATEMENT:

Problem Statement:
In a multinational corporation operating in the Nordics region, a challenging
situation arose during the onboarding process of a highly qualified candidate.
The Background Verification (BGV) team flagged a document requirement that
was not mandated by Swedish employment regulations, complicating the
process further due to the absence of the Senior Manager. Despite the
candidate's significance and outperformance, the discrepancy persisted until the
Assistant Manager (HR) took initiative and resolved the issue by engaging with
Global HR and obtaining multiple approvals.
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1.3. OVERVIEW OF THE CASE:

In today's competitive business landscape, effective onboarding processes are

critical for organizations to attract and retain top talent. A case study of a
multinational corporation operating in the Nordics region, focusing on
challenges encountered during the onboarding process of a highly qualified
candidate. The case study highlights the significance of organizational behavior
concepts in resolving conflicts, fostering collaboration, and enhancing
compliance with regulatory requirements.
The multinational corporation operates across diverse regions, each
characterized by unique regulatory frameworks and cultural dynamics. In the
Nordics region, where the case study is situated, the organization faces
challenges in navigating complex regulatory environments while ensuring
seamless onboarding experiences for new employees.
The conflict arises when the Background Verification (BGV) team identifies a
discrepancy between internal policies and Swedish employment regulations
regarding a specific document requirement for the onboarding process.
Complicating matters is the absence of the Senior Manager, further delaying
conflict resolution and decision-making processes.
The conflict centers on conflicting requirements between the BGV team and
Swedish regulations. While the BGV team insists on a specific document,
Swedish employment regulations do not mandate its inclusion in the onboarding
process. This discrepancy underscores the importance of aligning internal
policies with external regulatory requirements.
The Assistant Manager (HR) takes proactive steps to address the conflict,
demonstrating transformational leadership qualities. By engaging with Global
HR and fostering collaboration among stakeholders, the Assistant Manager
ensures compliance with legal regulations while facilitating the candidate's
successful onboarding.
Challenges encountered during the conflict resolution process include
communication breakdowns due to the Senior Manager's absence, lack of clarity
in decision-making authority, and limited involvement from key stakeholders.
These challenges underscore the importance of effective communication
channels, clear decision-making processes, and stakeholder management in
organizational behavior.

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To address these challenges, the organization implements various solutions,
including training and development initiatives for the BGV team, streamlining
approval processes for exceptional cases, and fostering a culture of open
communication and collaboration. These solutions emphasize the importance of
continuous learning, process improvement, and stakeholder engagement in
organizational behavior.
As a result of the implemented solutions, the conflict is successfully resolved,
and the candidate's onboarding is completed without further delays. The
organization gains valuable insights into the importance of effective conflict
management, compliance with regulatory requirements, and the need for
continuous improvement in processes and communication.
This case study underscores the significance of organizational behavior
concepts in addressing challenges during the onboarding process. By leveraging
transformational leadership, fostering collaboration, and enhancing compliance
with regulatory requirements, organizations can navigate complex environments
and ensure seamless onboarding experiences for new employees.

2. ANALYSIS FRAMEWORK:
Regulatory Compliance: Assess the extent to which the BGV team's
requirements align with local employment laws and regulations in the Nordics
region, particularly in Sweden. Evaluate the specific document flagged by the
BGV team and its relevance to local regulations.

Organizational Communication: Examine the communication channels and

protocols in place for resolving discrepancies or exceptional cases during the
onboarding process. Evaluate the effectiveness of communication between
regional HR teams, the BGV team, and senior management, especially in the
absence of the Senior Manager.

Decision-Making Process: Analyze the decision-making process followed by

the Assistant Manager (HR) in resolving the issue. Assess the clarity of roles
and responsibilities, delegation of authority, and escalation pathways within the
HR function.

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Stakeholder Management: Evaluate the involvement and cooperation of key
stakeholders, including the candidate, Global HR, regional HR teams, the BGV
team, and senior management. Assess their responsiveness, collaboration, and
contribution to resolving the issue.

Training and Development: Assess the training and development initiatives in

place for the BGV team and other HR personnel regarding local laws and
regulations, critical thinking, problem-solving skills, and communication.
Determine the adequacy and effectiveness of these initiatives in preparing HR
personnel to handle complex situations.

Documentation and Feedback: Evaluate the documentation practices and

feedback mechanisms used to record incidents, resolutions, and lessons learned
during the onboarding process. Assess the comprehensiveness of documentation
and the extent to which feedback is solicited and acted upon to drive continuous
improvement.

Process Improvement Opportunities: Identify potential areas for process

improvement based on the analysis of regulatory compliance, communication,
decision-making, stakeholder management, training, and documentation.
Propose actionable recommendations to address gaps and enhance the
efficiency and effectiveness of the onboarding process in similar situations in
the future.

2.1. CONFLICT ANALYSIS:

The conflict described in the case study falls under the category of formal
structural conflict, specifically within the hierarchical aspect of organizational
structure.
Formal Structural Conflict: This conflict arises from differences in formal roles,
responsibilities, and procedures within the organization. In the case study, the
conflict stems from a discrepancy between the requirements of the Background
Verification (BGV) team, which is responsible for ensuring compliance with
company policies and procedures, and the legal regulations in the Swedish
employment context. This discrepancy reflects a formal conflict related to
organizational processes and procedures.

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Hierarchical Aspect: The conflict involves a hierarchical aspect because it arises
due to the differing interpretations and enforcement of policies or procedures by
different levels of authority within the organization. The Assistant Manager,
who is responsible for HR functions, initiates efforts to resolve the conflict by
engaging with Global HR, which implies navigating hierarchical channels to
address the issue.

In summary, the conflict is formal in nature, as it pertains to organizational

processes and procedures, and it has a hierarchical aspect because it involves
differences in authority and decision-making within the organizational
hierarchy.

2.2. LEADERSHIP ANALYSIS:

The leadership style demonstrated in the case study aligns with a
transformational leadership style.

Transformational leadership is characterized by leaders who inspire and

motivate their team members to achieve exceptional performance. They focus
on creating a vision for the future, setting high expectations, and empowering
their team to reach their full potential. Key attributes of transformational leaders
include:

Visionary: They articulate a clear vision for the organization or team and inspire
others to share and work towards that vision. In the case study, the Assistant
Manager demonstrates vision by recognizing the importance of resolving the
onboarding issue for the highly qualified candidate and taking proactive steps to
address it.

Inspirational: Transformational leaders motivate and inspire their team members

by setting high standards and fostering a sense of purpose and commitment. The
Assistant Manager's initiative to resolve the conflict despite the absence of their
Senior Manager reflects inspirational leadership.

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Empowering: They empower their team members by delegating authority,
encouraging autonomy, and providing support and resources. The Assistant
Manager empowers themselves by taking initiative to resolve the issue and also
empowers the BGV team by advocating for their needs while ensuring
compliance with legal regulations.

Relationship-oriented: Transformational leaders build strong relationships with

their team members based on trust, respect, and mutual support. The Assistant
Manager's collaboration with various stakeholders, including the BGV team and
Global HR, demonstrates a relationship-oriented approach to leadership.

Developmental: They focus on developing their team members' skills and

capabilities, fostering a culture of continuous learning and growth. The
Assistant Manager's efforts to address the root cause of the conflict through
refresher training for the BGV team exemplify a developmental leadership
approach.

Overall, the leadership style demonstrated in the case study reflects

characteristics of transformational leadership, emphasizing vision, inspiration,
empowerment, relationship-building, and development

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3.SOLUTION GENERATION:
3.1. Suggested Solutions:

3.1.1. Regulatory Compliance:

Parameter Description:
Regulatory compliance involves ensuring that the organization's practices align
with local laws and regulations, especially in areas such as employment, data
privacy, and corporate governance.

Possible Solutions:

a. Conduct Comprehensive Regulatory Audits:

Regularly assess and audit the organization's policies and procedures to ensure
alignment with local laws and regulations.
Engage legal experts or regulatory consultants to conduct thorough audits and
identify any areas of non-compliance.
b. Establish Clear Compliance Guidelines:

Develop and communicate clear guidelines outlining regulatory requirements

for different regions where the organization operates.
Ensure that all HR personnel are trained on these guidelines and understand
their responsibilities in maintaining compliance.
c. Implement Cross-Functional Collaboration:

Foster collaboration between HR, legal, and compliance teams to stay updated
on regulatory changes and ensure timely adjustments to policies and procedures.
Establish regular meetings or forums where these teams can discuss emerging
regulatory issues and their implications for the organization.

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d. Utilize Technology for Compliance Monitoring:

Invest in technology solutions such as compliance management software to

track and monitor regulatory compliance across different regions.
Implement automated alerts and reminders for upcoming regulatory deadlines
or changes to ensure proactive compliance efforts.
e. Continuous Education and Training:

Provide ongoing education and training sessions for HR personnel on relevant

local laws and regulations.
Encourage HR professionals to participate in external seminars, webinars, or
workshops to stay informed about regulatory developments in their respective
regions.
Explanation:
Ensuring regulatory compliance is essential to mitigate legal risks and maintain
the organization's reputation. By conducting comprehensive audits, establishing
clear guidelines, fostering cross-functional collaboration, utilizing technology
for compliance monitoring, and providing continuous education and training,
the organization can enhance its compliance efforts and minimize the likelihood
of regulatory issues during the onboarding process.
3.1.2. Organizational Communication:

Parameter Description:
Organizational communication refers to the flow of information within the
organization, including formal and informal channels, and how effectively it
facilitates collaboration and decision-making.

Possible Solutions:

a. Enhance Transparency and Clarity:

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Promote transparency by clearly communicating policies, procedures, and
expectations related to the onboarding process.
Ensure that all stakeholders have access to up-to-date information through
centralized communication channels, such as intranet portals or email
newsletters.
b. Establish Open Dialogue Channels:

Create opportunities for open dialogue and feedback between HR, management,
and other relevant departments involved in the onboarding process.
Implement regular team meetings, forums, or town hall sessions to address
concerns, share updates, and solicit input from stakeholders.
c. Improve Cross-Departmental Collaboration:

Facilitate collaboration between HR, legal, compliance, and other relevant

departments to streamline communication and decision-making processes.
Encourage regular cross-departmental meetings or working groups to discuss
issues, share insights, and coordinate efforts effectively.
d. Provide Effective Communication Training:

Offer communication skills training for HR professionals to enhance their

ability to convey information clearly, listen actively, and resolve conflicts
constructively.
Include modules on effective written communication, active listening, and
conflict resolution techniques in training programs.
e. Utilize Technology for Communication:

Invest in communication tools and platforms, such as project management

software or collaboration apps, to facilitate seamless communication and
information sharing.
Leverage video conferencing and messaging applications to enable remote
collaboration and virtual meetings, especially in multinational organizations.

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Explanation:
Effective organizational communication is essential for ensuring alignment,
collaboration, and timely decision-making during the onboarding process. By
enhancing transparency and clarity, establishing open dialogue channels,
improving cross-departmental collaboration, providing effective communication
training, and utilizing technology for communication, the organization can
strengthen its communication processes and foster a more cohesive and
informed workforce.

3.1.3. Decision-Making Process:

Parameter Description:
The decision-making process involves identifying, evaluating, and selecting the
most suitable course of action to address organizational challenges or
opportunities.

Possible Solutions:

a. Clarify Decision-Making Roles and Responsibilities:

Define clear roles and responsibilities for decision-making within the

organization, especially during exceptional cases or conflicts.
Establish protocols for escalating decisions to higher levels of authority,
particularly in the absence of key decision-makers.
b. Implement Consensus-Building Approaches:

Encourage collaborative decision-making approaches that involve input from

relevant stakeholders to ensure diverse perspectives are considered.
Facilitate consensus-building discussions to reach agreement on contentious
issues and minimize resistance to implemented solutions.
c. Utilize Data-Driven Decision Making:

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Gather and analyze relevant data, such as performance metrics, regulatory
requirements, and employee feedback, to inform decision-making processes.
Base decisions on empirical evidence and objective criteria to ensure they are
well-informed and aligned with organizational goals.
d. Promote Agility and Flexibility:

Foster a culture of agility and flexibility to adapt quickly to changing

circumstances or unforeseen challenges during the decision-making process.
Empower decision-makers with the autonomy to explore alternative solutions
and pivot strategies as needed to address emerging issues.
e. Evaluate Decision Outcomes and Learn from Mistakes:

Establish mechanisms for evaluating the outcomes of decisions made during the
onboarding process, including their impact on organizational performance and
compliance.
Encourage a culture of continuous learning and improvement by conducting
post-mortem analyses of decision-making processes and identifying lessons
learned for future reference.
Explanation:
Effective decision-making is critical for resolving conflicts and navigating
complex situations during the onboarding process. By clarifying decision-
making roles and responsibilities, implementing consensus-building approaches,
utilizing data-driven decision-making, promoting agility and flexibility, and
evaluating decision outcomes, the organization can enhance its decision-making
processes and increase the likelihood of successful outcomes during the
onboarding process.

3.1.4. Training and Development:

Parameter Description:

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Training and development initiatives are essential for equipping HR
professionals with the knowledge, skills, and competencies necessary to
navigate complex organizational challenges and regulatory requirements
effectively.

Possible Solutions:

a. Develop Comprehensive Training Programs:

Design comprehensive training programs that cover various aspects of

regulatory compliance, conflict resolution, communication skills, and decision-
making processes relevant to the onboarding process.
Include interactive workshops, case studies, role-playing exercises, and
simulations to enhance learning effectiveness and engagement.
b. Offer Specialized Regulatory Training:

Provide specialized training sessions focused on local laws, regulations, and

compliance requirements applicable to different regions where the organization
operates.
Engage legal experts or regulatory consultants to deliver training sessions on
specific regulatory topics relevant to HR professionals.
c. Facilitate Continuous Learning Opportunities:

Establish a culture of continuous learning and development by offering ongoing

educational opportunities, such as webinars, seminars, conferences, and
professional certifications.
Encourage HR professionals to pursue professional development opportunities
relevant to their roles and responsibilities in the onboarding process.
d. Provide Mentorship and Coaching:

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Pair HR professionals with experienced mentors or coaches who can provide
guidance, support, and feedback on navigating complex organizational
challenges and regulatory requirements.
Foster a supportive environment where HR professionals feel comfortable
seeking advice and learning from the experiences of their mentors.

e. Evaluate Training Effectiveness:

Implement mechanisms for evaluating the effectiveness of training programs,
such as pre- and post-training assessments, feedback surveys, and performance
evaluations.
Use evaluation results to identify areas for improvement and tailor future
training initiatives to address specific learning needs and objectives.
Explanation:
Investing in training and development initiatives is essential for building the
capabilities and competencies of HR professionals responsible for managing the
onboarding process. By developing comprehensive training programs, offering
specialized regulatory training, facilitating continuous learning opportunities,
providing mentorship and coaching, and evaluating training effectiveness, the
organization can enhance the knowledge, skills, and confidence of HR
professionals to navigate complex challenges and regulatory requirements
effectively during the onboarding process.

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4.CONCLUSIONS:
In conclusion, the case study exemplifies the complexities involved in the
onboarding process within multinational corporations, particularly when
conflicting requirements between internal policies and external regulations
arise. Through a comprehensive analysis across various parameters, including
regulatory compliance, organizational communication, decision-making
processes, stakeholder management, and training and development, we have
identified key challenges and proposed effective solutions to address them.
Firstly, ensuring regulatory compliance emerged as a critical aspect of the
onboarding process. By conducting regulatory audits, establishing clear
guidelines, fostering cross-functional collaboration, utilizing technology for
compliance monitoring, and providing continuous education and training,
organizations can mitigate legal risks and ensure adherence to local laws and
regulations.
Secondly, organizational communication plays a pivotal role in facilitating
collaboration and decision-making during the onboarding process. By
enhancing transparency and clarity, establishing open dialogue channels,
improving cross-departmental collaboration, providing effective communication
training, and utilizing technology for communication, organizations can foster a
cohesive and informed workforce.
Thirdly, effective decision-making is essential for resolving conflicts and
navigating complex situations during onboarding. By clarifying decision-
making roles and responsibilities, implementing consensus-building approaches,
utilizing data-driven decision-making, promoting agility and flexibility, and
evaluating decision outcomes, organizations can enhance decision-making
processes and increase the likelihood of successful outcomes.
Lastly, investing in training and development initiatives is essential for
equipping HR professionals with the knowledge, skills, and competencies
necessary to navigate complex organizational challenges and regulatory
requirements effectively. By developing comprehensive training programs,
offering specialized regulatory training, facilitating continuous learning
opportunities, providing mentorship and coaching, and evaluating training
effectiveness, organizations can enhance the capabilities of HR professionals to
manage the onboarding process successfully.

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5.REFERENCES:

 https://www.investopedia.com/terms/o/organizational-
behavior.asp#:~:text=Organizational%20behavior%20is%20the
%20academic,make%20businesses%20operate%20more%20effectivel

 https://in.indeed.com/career-advice/career-development/10-common-
leadership-styles

 https://www.chrmp.com/15-key-roles-and-responsibilities-of-hr/

 https://www.forbes.com/advisor/business/organizational-structure/

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