The case study outlines essential HR strategies for an expanding e-commerce company, focusing on recruitment, employee engagement, and performance management. It highlights the need for a tailored recruitment strategy to attract top talent, a robust employee engagement plan to enhance motivation and retention, and a performance management system to align employee efforts with organizational objectives. A comprehensive HR plan with a $100,000 budget aims to address these challenges and improve the workforce's overall effectiveness.

1. HR Management
Case Study for an
E-commerce
Company
MBA901-ACTIVITY 2
Submitted by:
ADRIAN A. ORNOPIA, LPT
MBA Student
Submitted to:
PROF. MARY HOPE G. CARTEL, PhD
Professor

2. 2 Case Study
Table of Contents
20XX
Executive Summary 3
Introduction 4
Recruitment and Selection Strategy 5-12
Employee Engagement Plan 13-21
Performance Management System 22-26
Evaluation Plan 27-40
Conclusion 41-42
References 43

3. 3 Case Study
Executive Summary
20XX
As the HR Manager for a swiftly expanding e-commerce enterprise, the main focus
is to tackle essential human resource issues stemming from the company's significant
growth in the previous year. The HR department encounters significant challenges in three
main areas: recruitment and selection, employee engagement, and performance
management. Firstly, the recruitment and selection process requires a well-thought-out
strategy to satisfy the growing need for new hires, all the while securing top talent
through successful attraction and retention. A refined recruitment plan will be created to
boost our outreach and sourcing endeavors, enabling us to bolster the company's
ongoing expansion. Secondly, the pressing concern of employee engagement has come to
light as workforce rapidly expands. To cultivate a driven and dedicated atmosphere, it is
the way to create an employee engagement strategy that highlights recognition,
communication, and professional growth. This approach will help staff members feel
appreciated and engaged with the organization.
Above all, it is the capability to offer constructive feedback and assess employee
performance has been impeded by the lack of a well-established performance
management system. Taking charge of developing and implementing a performance
management framework that is in line with the strategic objectives, promoting ongoing
enhancement and accountability throughout the workforce. Through these initiatives, it is
an aspiration to enhance the HR function, bolster the company's growth trajectory, and

4. 4 Case Study
Introduction
20XX
In the dynamic world of online business, a company's success heavily relies
on its capacity to attract, retain, and efficiently manage its human resources. As
the digital marketplace keeps growing, the challenges linked to HR management
get more intricate. This study delves into crucial HR-related matters within an e-
commerce company. It specifically examines the recruitment and selection
processes, employee engagement strategies, and performance management
systems. These elements are crucial in nurturing a motivated workforce that can
excel in a competitive setting.
The focus of this study is to craft an all-encompassing HR plan with a
budget of $100,000. This plan is tailored to effectively tackle the previously
mentioned HR challenges. This study aims to delve into the nuances of
recruitment and selection, employee engagement, and performance
management. By exploring these areas, actionable strategies will be derived to
align with the company's objectives and boost the overall organizational
performance. This also holds significance considering previous studies
emphasizing the crucial role of efficient HR practices in enhancing both employee
satisfaction and organizational success. However, there is a notable gap when it

5. 5 Case Study
Recruitment and Selection Strategy
20XX
The recruitment process has become more competitive
over the past two years due to the rising number of individuals
globally seeking employment. It is undeniable that technology
has made the process of finding the perfect candidates for job
openings much easier. Nevertheless, numerous factors require
careful consideration by businesses during the selection
process.
Recruitment technology improves, but hiring remains
challenging. Employers having difficulty locating the perfect
candidates for different open positions is a frequent occurrence.
Due to the abrupt increase in the flux of individuals joining and
departing the workforce in relation to the recent pandemic, the
process of recruitment has grown more complicated.

6. 6 Case Study
Recruitment and Selection Strategy
20XX
To establish a strong candidate pool, make sure to
consistently assess and draw from a variety of sources.
Managers can make necessary adjustments to job
descriptions. The process of selecting and hiring
employees can serve as a cohesive link between
employers and their staff.
It can be accomplished through a variety of
methods, such as internal recruiting and employee
referrals. Before moving forward with the selection
process, employers should consistently keep in mind the
company’s mission and goals. This will enable them to

7. Effective Recruitment And
Selection Strategies
1.Providing what candidates look
for
2.Right strategy to interact with the
candidates
3.Frame price job descriptions
4.Utilize employee referrals
5.Ensuring professional support
7

8. Providing what candidates look for
With the increasing popularity of remote
work, individuals have the freedom to choose their
work setting and enjoy a wider range of options. It
is essential for managers to elevate their efforts in
recruiting the right individuals for the company.
One of the key aspects that employers should take
into account when recruiting and hiring is
establishing a personal connection with
prospective employees.HR managers need to
connect emotionally with candidates and offer
them a customized package. The HR department
will not only reach out but also handle
responsibilities like negotiating the benefits
package and reviewing the Paid Time Off (PTO).
8

9. Right strategy to interact with the candidates
In the current job market, it is essential for
employers to ensure that their candidates feel
appreciated and enthusiastic about the company.
They should show respect and make sure the
interview takes place as scheduled. In addition to
being punctual, it is essential to consider other
factors such as making sure that the interviewees feel
at ease and the type of questions being asked. Before
the interview, candidates typically engage in a phone
or video conversation with a prospective employer.
This marks their initial impression and the
chance to inquire about any uncertainties. Keep in
mind that these questions are designed to provide
the candidate with a deeper insight into the
organization, rather than being your typical interview
9

10. Frame price job descriptions
Job descriptions should already be
in place and ought to be brief and lucid.
They should be explicit and engaging to
ensure potential employees have a clear
understanding of their role before they
join the company. Ensure the job
requirements are tailored to meet the
specific needs of the company. A brief job
description should be provided to offer
prospective candidates a clear
understanding of the position's main
objectives.
10

11. Utilize employee referrals
One highly effective approach to
growing a company's team is by receiving
referrals from its current staff. This
enables to establish connections with
individuals who share similar interests
and gain a more profound insight into
their field of work. Nevertheless, some
studies advise that recruiting relatives
could lead to issues down the line.
11

12. Ensuring professional support
Hiring the right people for a position is
a task that managers or owners cannot
accomplish alone. A skilled HR professional is
required to assist in identifying the perfect
candidates and matching them with the right
positions. This can be achieved by utilizing
their networking skills and evaluating
potential candidates. They can also engage
with individuals who might be open to joining
the company but have not contemplated
changing roles. Businesses need to select a
competent professional and get the task
completed. 12

13. 13 Case Study
Employee Engagement Plan
20XX
An effective employee engagement plan brings
about a noticeable and concrete change in the company
culture. When individuals feel enthused about their
work, value their coworkers, and experience a sense of
security and respect, their productivity naturally
increases. This is the reason why engagement is
frequently linked to important business results.
Engagement frequently leads employees to feeling
motivated to provide more, such as additional time,
more energy, and increased brainpower. Employees go
the extra mile, putting in discretionary effort because

14. 14 Case Study
Employee Engagement Plan
20XX
Employee engagement is an organization's dedication to
cultivating enthusiasm, commitment, and loyalty within its
workforce. More than mere job satisfaction, engagement entails
a profound resonance with the company’s objectives, where
employees discover meaning and significance in their tasks.
Engaged employees contribute ideas, take initiative, and
perform at their best, transforming the workplace into a vibrant
and productive environment. Organizations that prioritize
engagement go beyond offering perks. They create a culture of
inclusion, adaptability, and purpose. This approach encourages
employees to invest their best selves. Such engagement
encourages increased productivity, enhances morale, and
cultivates a strong workforce in line with the company's long-

15. Effective Ways for Employee
Engagement
1.A sense of purpose
2.Two-way communication
3.Growth opportunities
4.Work-life balance
5.Inclusivity and diversity
6.Measuring and adapting
15

16. A sense of purpose
Engaged employees comprehend
the significance of their tasks. They
understand the significance of their roles
within the grand scheme of things. They
are driven by a profound sense of purpose
and influence.
16

17. Two-way communication
It's not only about management
communicating with employees; it's also
about nurturing open, two-way-
communication. Listening to your team's
ideas, concerns, and feedback is an
essential aspect of engaging with them.
17

18. Growth opportunities
Engaged employees have ample
space for personal and professional
growth. They are provided with
opportunities for professional
development, training, and career
advancement. They understand that their
organization is dedicated to their future.
18

19. Work-life balance
Promoting a harmonious
equilibrium between work and personal
life is crucial. Engaged employees are not
burned out; they have the opportunity to
recharge, thus enhancing their
productivity and satisfaction.
19

20. Inclusivity and diversity
A diverse and inclusive workplace is
a key aspect of fostering engagement.
When employees feel welcomed and their
unique perspectives are celebrated, they
are more engaged and innovative.
20

21. Measuring and adapting
Successful employee engagement
involves assessing its effectiveness. Utilize
key performance indicators to monitor
advancement and be prepared to adjust
your strategy whenever necessary.
21

22. 22 Case Study
Performance Management System
20XX
Tracks the performance of employees in a way that is both
consistent and measurable. The system relies on a blend of
technologies and methodologies to ensure everyone throughout
the organization is in sync with, and actively contributing to, the
strategic objectives of the business.
The system is designed to promote collaboration with both
managers and employees working together to establish
expectations, determine employee goals, outline performance
measurements, exchange employee performance reviews and
appraisals, and offer constructive feedback. When delineated
accurately and implemented consistently, a performance
management system enhances overall workforce efficiency.
Employees show greater commitment to their work resulting in

23. 23 Case Study
Performance Management System
20XX
Performa
nce
Managem
ent
System
Goal
Setting
Feedback
and
Coaching
Performa
nce
Review
and
Evaluatio
n

24. Plan and act with goal
management
Aligning employee performance
with the objectives of the
organization is crucial for success.
Assign work that is meaningful
and fulfilling to enhance
employee engagement.
Promptly adjust goals when there
is a shift in business priorities.
24

25. Monitor with continuous
performance management
Ensure that employee
performance aligns with the
objectives of the organization.
Assign work that is meaningful
and fulfilling to enhance
employee engagement.
Swiftly adjust objectives when
business priorities change.
25

26. Evaluate and recognize through
performance assessments
Regularly evaluate performance
with precision.
Acknowledge and appreciate
exceptional performers.
Utilize data-driven insights from
the system to quantify the value
that your workforce brings to the
business.
26

27. 27 Case Study
Evaluation Plan
20XX
Throughout history, the HR department has typically been perceived
as predominantly an administrative function. Instead of involving HR
leaders in crucial decision-making discussions, top executives typically
consult them only after the decisions have been made, during the
execution stage.
As advocates for both people and culture, the HR team should play a
key role in creating internal programs and processes that support the
growth and well-being of employees. Regrettably, if HR is not involved in
strategic planning, the quality of the employee experience tends to decline.
Many other business functions rely on a standard set of metrics
to demonstrate the efficiency of their team and
their impact on the company's overall success.
These metrics may include sales revenue, customer service ratings,
and so on. The most effective metrics for demonstrating HR's value
have not always been straightforward.

28. To ensure that the people operations strategy is in line
with business goals and secure your well-deserved place at the
strategic table, take into account the following HR success metrics.
 Time-to-hire
 Cost-per-hire
 Employee engagement rate
 Revenue-per-employee
 Employee net promoter score (eNPS)
 Regrettable turnover rate
 Manager effectiveness
 Employee retention rate
 Absenteeism rate
 Training effectiveness
 Internal mobility rate
 Cost of HR per employee
28

29. Time-to-hire
 Time-to-hire relates to the duration from when
a candidate is identified to the moment they
agree to join your team. This is just a tad
different from time-to-fill, which pertains to the
duration between a new job opening being
announced and the hiring date. In either
scenario, the quicker you can successfully
onboard a top candidate through your
recruitment process, the more beneficial it is. By
monitoring time-to-hire or time-to-fill, your
team can identify opportunities to enhance the
hiring process and eliminate any obstacles
causing delays. Displaying better efficiency in
your average time-to-hire is a great metric for
29

30. Cost-per-hire
 Cost-per-hire consists of both internal and
external recruitment expenses for every
individual your company brings on board.
Expenses may cover software fees, advertising
costs, relocation expenses, recruiter salaries,
and other items. Enhancing recruitment
efficiency, alongside decreasing costs, is a
valuable metric that emphasizes the
significance of HR, just like the time-to-hire
metric. It can also be beneficial to refer back to
when seeking assistance with programs aimed
at improving retention. The lower your turnover
rate, the less money you need to invest in hiring
for empty positions. 30

31. Employee engagement rate
 According to Gallup's 2022 State of the Global
Workplace report, a mere 21% of employees are
currently engaged in their work. Employee
engagement is crucial for enhancing productivity,
performance, and retention, as it directly impacts
business profitability. This metric is crucial for HR
leaders and executive teams to focus on. A
scientifically-supported employee engagement
survey can offer valuable metrics for assessing
engagement levels throughout the organization, as
well as within specific departments or teams. By
keeping a close eye on these figures over time, HR
leaders can pinpoint areas of difficulty and focus on
enhancing successful strategies to boost
engagement.
31

32. Revenue-per-employee
 Revenue-per-employee is the average
amount of money that each employee
generates for the company. To easily
ascertain this, just divide the total revenue by
the present number of employees. Think
about revenue-per-employee as an indicator
of productivity. The company generates more
revenue when employees increase their
productivity. This metric can help you assess
the impact of HR programs designed to
boost productivity. If the number is on the
rise, it suggests that your efforts are
producing positive results.
32

33. Employee Net Promoter Score (eNPS)
 The Employee Net Promoter Score (eNPS) is utilized to
monitor the loyalty and pride of employees towards an
organization. It evaluates the level of enthusiasm among
employees towards their workplace by posing a
straightforward question: "On a scale of 0 to 10, how
probable is it that you would recommend our organization
as a workplace to others?"
 Although it is a basic measure, eNPS provides a valuable
insight into the satisfaction and engagement of
employees. It is a valuable metric for HR leaders to
monitor. Fluctuations in eNPS can indicate shifts in
employee sentiment, either positive or negative.
Organizations with a high eNPS exhibit a competitive
advantage—reflecting on their employer brand and
influencing individuals' decision to choose them over other
companies. 33

34. Regrettable turnover rate
 Regrettably, turnover happens when a top-
performing employee, whom the company would
have preferred to retain, chooses to depart
unexpectedly. When someone is let go or laid off,
it is not seen as regrettable. The percentage of
departures that fall under this classification over
time determines your regrettable turnover rate.
Keeping an eye on regrettable turnover metrics
can provide valuable insights into the departure
of top-performing employees from your
company, enabling you to delve deeper into the
reasons behind their exit. Identifying your top
performers and concentrating your retention
efforts on them can assist in reducing your
34

35. Manager effectiveness
 Managers greatly influence their teams and
organizations. According to our 2022 Workplace
Report, more than 53% of employees consider
unsupportive management as one of the primary
reasons for departing from a company.
 On the other hand, more than 57% of
respondents consider having supportive
management and a good boss as crucial
elements for remaining loyal to their
organization. By monitoring the performance of
managers throughout the organization, HR teams
can pinpoint successful individuals and offer
training and coaching to those who may be facing
challenges.
35

36. Employee retention rate
 Ensuring the retention of your top performers should
stand as a key strategic priority for HR. It is crucial to
monitor the retention of employees on a broader scale
as well. Research reveals that over 80% of business
leaders perceive a decline in employee retention as a
threat to the success of the company. To determine the
retention rate, simply divide the number of employees
who stayed for a specific period by the initial number of
employees, and then multiply the result by 100.Exclude
any newly hired employees who joined during the
specified period. For instance, if you had 400 staff
members on January 1st and retained 385 of them by
December 31st, your annual retention rate would be
96%. Tracking retention year-over-year can aid in
monitoring the growth of the workforce.
36

37. Absenteeism rate
 Chronic or habitual absence from work that is
unplanned or unannounced is what absenteeism is all
about. It can even involve employees who are
consistently tardy, leave work early, or take extended
lunch breaks.
 Absenteeism can serve as a significant indicator of
employee disengagement and low job satisfaction.
Tracking work hours may pose challenges, particularly
for salaried or remote employees who do not have a set
schedule. HR teams should collaborate with managers
to keep track of unexcused absences, consistent
lateness, and any other indications of absenteeism
within their teams.
 Keeping track of these reports on absenteeism can
assist you in recognizing patterns over time among
37

38. Training effectiveness
 If the organization is committed to investing in the
training and professional development of
employees, it is quite likely that your leaders are
interested in ensuring the effectiveness of those
programs.
 By setting OKR goals (Objectives and Key Results)
for the training and development initiatives, it can
assess the impact of the programs and
demonstrate to executives how these efforts are
influencing the business.
38

39. Internal mobility rate
 Deloitte's Global Human Capital Trends survey revealed that
just 6% of executives consider themselves adept at
transitioning individuals between different roles.
 That’s not very encouraging, given that career growth is crucial
for most employees nowadays. Internal mobility has the
potential to enhance employee engagement and retention
while decreasing regrettable turnover. Consider this: when a
top performer within your company can't envision growth
opportunities internally, it's natural for them to explore options
elsewhere for advancing their career.
 Human Resources can assess internal mobility by determining
the ratio of internal movements (such as promotions and
changes in departments/roles) to the total number of
employees, multiplied by 100. The greater the percentage, the
more proficient the organization is in providing employees with
chances for development.
39

40. Cost of HR per employee
 People operations can entail significant costs, yet
for valid reasons.
 Data-driven business leaders seek transparency in
understanding how their financial investments are
allocated and how effectively they are working.
According to Gartner's 2023 HR Budget and
Efficiency Benchmarks report, HR functions
usually set aside $2,524 per employee annually.
 Tracking HR expenses and leveraging technology
and automation can help identify cost-saving
opportunities and boost your team's efficiency.
This will be truly appreciated by top management.
40

41. 41 Case Study
Conclusion
20XX
Effective HR planning is crucial not only for ensuring that
HR strategies and processes remain relevant and effective, but
also for potentially offering a competitive edge to the
organization. By attracting and retaining top talent, enhancing
employee engagement and satisfaction, and ensuring alignment
of HR initiatives with the overall business strategy, HR can play a
vital role in helping the organization achieve its goals and thrive
in a competitive business landscape.
In essence, efficient HR planning entails investing in the
organization's future success. By adopting a strategic approach
to HR planning, organizations can make sure that their HR
efforts are in harmony with their overarching business strategy
and objectives, thus being efficiently executed. This ensures a

42. Human Resource Planning is crucial to ensure that
an organization has the appropriate individuals with the
necessary skills at the correct time.
In conclusion, considering the effective HR
planning,
which involves utilizing no-code and low-code
technology:
 Understand organizational goals
 Assess current workforce
 Forecast future needs
 Utilize no-code/low-code tech
 Data-driven decision making
 Flexible workforce models
 Employee development programs
 Collaborate across departments
 Regular review and adjustments
42

43. 43
References
https://www.onblick.com/blogs/recruitment-and-selection-strategies-for-the-modern-workforce
https://www.yourthoughtpartner.com/blog/employee-engagement-plan
https://www.culturemonkey.io/employee-engagement/employee-engagement-plan/
https://www.sap.com/sea/products/hcm/performance-goals/what-is-a-performance-management-system.html
https://www.15five.com/blog/how-to-measure-hr-effectiveness-with-12-key-metrics/
https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2019/internal-talent-mobility.html
https://www.gartner.com/en/human-resources/trends/benchmarking-hr-budgets-staffing?utm_source=bing&ut
m_medium=cpc&utm_campaign=RM_NA_2020_HRL_CPC_LG1_ALWAYS-ON-2020-BING&utm_adgroup=1145691
991509384&utm_term=hr%20cost&ad=71605879100027&matchtype=e&msclkid=14e46b134f8c16e4a0aa0f48d
2778fd9
https://www.investopedia.com/terms/h/human-resource-planning.asp
https://quixy.com/blog/effective-human-resource-planning-6-steps/#:~:text=low%2Dcode%20technology.-,Concl
usion,competitive%20advantage%20for%20the%20organization
.

44. Success seems to be connected with
action. Successful people keep moving.
They make mistakes, but they don’t quit.
“Conrad
Hilton
”
44 Case Study 20XX

45. Thank you
ADRIAN A. ORNOPIA
adrian.ornopia@oed.com.ph
MBA Student