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To begin, please read the following case materials:
Mayo, Anthony J, and Heather Beckham. “Recipe for Success: Growth and Evolution at Café Cupcake.” Harvard Business Review Case Study, Nov 2018 (11 pages) (Available through your HBR Student Membership.) ITM Case Study Café Cupcake Part B
Actions
You have been called in as a consultant to advise the Chief Operating Officer, Dr. Jonathan Patel, who is accountable for Café Cupcake’s Human Capital Management. Your leadership, Emma Bisset and Aneisha Davis, has charged you with addressing the multiple business and Human Capital challenges cited in the case over the coming
Deliverables
A 8-10 page paper:
Describe your approach to addressing the HCM needs identified by the case study and how you would measure success (see the questions below, which describe the components you are to include in your paper)
Include 1-2 pages describing the relevance of your work in connection to the case to the Business and HR Strategy of your current or past employer Questions
What are the 6-8 key Human Capital Objectives required for Café Cupcake’s success, and why?
How difficult will it be to achieve each of these objectives (Easy; Somewhat Difficult; Difficult; Very Difficult), and why?
What is the overall approach or strategy you will use to achieve these objectives? Include considerations such as the overall purpose of your strategy; how you will factor in consideration of a “job-based and/or person-based” approach; degree of focus on different employee cohorts; how you will decide among different HCM-related programs and some examples of these programs; your general process for developing them (using employee teams for input and/or development; reliance on best practices; research; use of outside consultants); and those challenges you may choose not to address for the time being.
Structure and brief role descriptions of your HCM team (max = 10 people, including yourself).
Describe at least 5 organizational processes/Talent Management programs you will develop or improve to achieve the strategy and how they align (connect) with each other? (You are not expected to describe each program in detail but your description should contain more than its “name” – i.e., some design characteristics. For example, simply mentioning “develop a new compensation program” is not sufficient, but “a competitive compensation program that includes (team based incentives) for rewarding (a particular set of behaviors or goals) … will be sufficient.
What is your Change Management strategy – how you will communicate the planned changes; to whom and when? In what order of priority and with what staging and timing of your interventions?
What HR technology changes will you deploy – i.e., what will be their purpose (as opposed to particular HRIS vendors/software)?
What analytics will you use to measure success?
How is the work you have done on this case study relevant to the Business and HR Strategy of your current or past employer?
CriteriaRatingsPts
This criterion is linked to a Learning Outcome
Description of the key Human Capital objectives required for business success, and why these are important
Rating dependent on the degree of importance of these objectives to business success and an explanation of why these are important
8 pts
This criterion is linked to a Learning Outcome
Assessment of related challenges for achieving these objectives across the stakeholders described in the case
Rating dependent on the clarity and persuasiveness of the challenges
3 pts
This criterion is linked to a Learning Outcome
Articulation of the HCM strategy required to support the key Human Capital objectives
Rating dependent on the cohesiveness and clarity of the strategy
5 pts
This criterion is linked to a Learning Outcome
Description of a high-level HCM team structure to execute the HCM strategy
Rating dependent on the degree of fit between structure and HCM strategy
3 pts
This criterion is linked to a Learning Outcome
Description of a series of at least 5 connected organizational processes/Talent Management programs to achieve the strategy
Rating dependent on the number of processes/programs and their interdependence
12 pts
This criterion is linked to a Learning Outcome
Articulation of a change management strategy
Rating dependent on the thoroughness of the change management strategy
3 pts
This criterion is linked to a Learning Outcome
Inclusion of HR Technology and degree of fit with the identified HCM Strategy
Rating dependent on degree of fit
3 pts
This criterion is linked to a Learning Outcome
Identification of HR and other Analytics to measure success
Rating dependent on number of analytics and degree of fit
3 pts
This criterion is linked to a Learning Outcome
Relevance of your work in connection to the case to the Business and HR Strategy of your current or past employer
Rating dependent on the quality and clarity of the relevance of your paper to your current or past employer
10 pts
Total Points: 50
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