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Job Description Case Studies Samples For Students

18 samples of this type

Regardless of how high you rate your writing abilities, it's always an appropriate idea to check out an expertly written Case Study example, especially when you're handling a sophisticated Job Description topic. This is precisely the case when WowEssays.com catalog of sample Case Studies on Job Description will prove useful. Whether you need to come up with a fresh and meaningful Job Description Case Study topic or look into the paper's structure or formatting peculiarities, our samples will provide you with the required material.

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Starbucks' HR Structure Case Study Examples

Introduction.

Starbucks was founded in 1971 by three businessmen, Gordon Bowker, Zev Siegl and Jerry Baldwin. Starbucks purchases, roasts high-quality bean coffees and provide to its customer along with fresh, Italian style beverages and coffee-related accessories. The Company is one of the most recognized brand in U.S.

Job Description, Specification for a Starbucks Employee.

Starbucks have many designations for employees, food processing, bar person, Cafe manager, IT operations and sales managers. The requirement of a bar person is more than any other designation. A bar person deals with customers taking their orders and recording transactions related to cash and book keeping.

Job Description

Case study on the canadian national bank, free case study on the case of julie and susan.

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Free Case Study About Neopotism

Free case study on sustainability of safety initiatives in a refinery, human resource policies case study example, organizational behavior case study sample, customer inserts tutor’s name, performance appraisal case study examples, lola’s performance evaluation, norge portugal case study, motivating employees: a sample case study for inspiration & mimicking, motivating employee, good case study on planning:, good case study about asda.

Asda is the United Kingdom's second-largest supermarket. A recent subsidiary (1999) of the Wal-Mart family of retail stores, Asda takes great pride in its customer service, employee training, and overall organizational culture. The retailer both recruits employees externally, as well as training and promoting employees from within. According to the Asda case study, the colleague "pledges" account for a large part of its success. While Asda is committed to customer service and valued employees, the company is still growing, and its commitment to overall excellence is growing as well.

Good Example Of Case Study On Challenges With High Performance Work Systems

Case study on court ruling.

EEOC v. Watkins Motor Line Inc.,

A Pay For Performance System Case Study Example

Cross-cultural management case study example, case study on starbucks structure, training and development case study examples.

Training and development is critical in the management of business today. Training can be defined as the action of impacting employees with knowledge on certain areas in order to help them keep up to date with the changing environment. It reduces redundancy of employees and ensures the workforce is skilled and motivated. Development on the other hand is about the growth of an individual from one level to another higher level. It ensures an individual can be able to cope in the marketplace equipped with the right expertise to have confidence in tackling the tasks ahead (Raymond 26).

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• Case Writer Job Description

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Table of Contents

Case writer job responsibilities, case writer job requirements, salary ranges for case writers, how to enhance your case study writer job description and attract good candidates, similar roles to case writer, get more case writer job descriptions inspiration, pre-employment testing is difficult—you can make it easy, hire the top 1% fast with workello’s pre-hire assessments, case writer job description template.

Our company is seeking a skillful Case Writer for a short-term/long-term collaboration. Your primary assignments will include researching the assigned topics, gathering the relevant data regarding the projects and clients from internal stakeholders, and composing case studies related to [preferred niche]. 

You must possess exceptional attention to detail, as well as the ability to present the relevant information in an engaging manner that highlights the business impact of executed projects/implemented solutions. We expect prior experience in similar jobs and a portfolio with relevant work samples.

The tasks you will complete as a Case Writer in our company are:

• Planning, writing, and reviewing case studies for our business
• Converting relevant data into valuable insights and creating graphs, charts, and other visuals that present the data in an easy to understand manner
• Conducting interviews and document reviews to gather additional info for the studies you write
• Determining the purpose of the assigned case writing tasks and considering learning outcomes that should emerge from the finished piece of writing
• Following the designated writing style

The requirements you must meet to apply for the Case Writer position include the following:

• Bachelor’s degree in English, Marketing, Journalism, or a related field
• Master degree in Journalism or [designated case study niche] is a plus
• Relevant experience in case study writing
• Exhibiting fluency in [defined case study niche]
• Exceptional writing, analytical, and research skills
• Ability to identify significant information and present it in a simple and engaging way

The amount Case Writers earn per year varies depending on their geographic area, education level, previous experience in similar projects, amount of work, and much more.

To see the annual salary a person in this position receives in various cities across the USA according to Glassdoor , check out the table below:

A well-composed job ad is a key to attracting qualified candidates. Besides providing a detailed description of the Case Writer’s responsibilities and requirements, here are some details you should consider including in your offer:

• Specify whether the cooperation with a new employee will be short- or long-term —This aspect varies depending on whether you need someone to write a specific number of case studies only or manage this section for a longer period
• List the exact niches your case writer must be versed in —Highlight the importance of being familiar with the specific field of research. This way, the unqualified candidates likely give up on applying and leave more room for experts in the designated fields
• Inform the candidates whether the job position is fully or partially remote— Some candidates will be able to apply for the job only if it’s completely remote, as they won’t be able to travel to the office. Make sure to include the info about this aspect when writing your job description

If your ad is vague and doesn’t offer enough information about the position, it leaves room for unqualified candidates to apply for the job. Once this happens, you will waste a lot of your precious time trying to weed out the applicants who don’t possess the necessary skills and competencies. 

If you don’t know whether you should hire a Case Writer or another expert within similar fields, check out other job description templates for similar roles:

• Science Writer
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• Course Writer
• Political Writer
• Business Writer
• Policy Writer
• Catalog Writer
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• Press Release Writer
• Quality Assurance Technical Writer
• Content Writer
• Instructional Writer
• Research Writer
• Product Writer

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Learn how to structure and customize your job ad properly by discovering some excellent job description examples on:

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Case Studies

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Case Study - Job Descriptions

Case Studies - Job Descriptions

The case studies below look at the benefits of having comprehensive job descriptions in place. Good job descriptions not only provide clarity to the employee of what is expected of them and what standards are required, but they also give the employer a robust document to appraise employees when working well and to address poor performance. 

Good job descriptions can help employees self-manage. If someone is clear about what they need to achieve, they are more likely to strive for this and to the required standards. Most people want to do a good job, and a job description can help them achieve this.

Finally, good job descriptions can add to an employee's wellbeing (or a bad job description or no job description can detract from it). A source of stress for anyone can be a lack of clarity and/or understanding about what is expected from them.

You can use the Job Description template to prepare job descriptions. There is also an example Receptionists Job Description  

Case Study 1:

Susan joined the company 6 months ago as a sales administrator. Her job description states that the overall purpose of her role is to provide effective and efficient administration support to the sales team and to relieve them of administrative duties where possible (to allow them to focus on sales). The job description lists several specific duties and responsibilities and refers to several procedures that need to be followed. The job description explains why certain procedures are in place and the ‘consequences’ if the procedure is not followed.

During her first few months, Susan has focused on the duties and responsibilities and has learnt the procedures, using the job description as a reference point to make sure she is fulfilling the job role.

Susan is now preparing for her 6-month review. During her initial months and while learning her job role, she has identified areas where she believes improvements can be made to allow her to provide  more effective administration support and streamline some of the administration. As this is the key purpose of her role (as outlined in her job description), she wants to discuss this with her manager.

During her review, Susan and her manager discuss the job description and run through each area. Her manager confirms that she is fulfilling all areas and to the required standard. When Susan recommends some changes, her manager is delighted and sees this as a positive and proactive approach from Susan. Unfortunately, some of the changes are not appropriate, as Susan was not aware of how these would impact on other departments. However, her manager agrees that some of her suggestions should be explored further with a view to implementing them.

The changes are discussed with the sales team who are pleased that the administration processes would be streamlined further, and appropriate procedures are updated accordingly.

Because Susan was clear about the overall purpose of her job role, she was able to take a proactive approach and recommend improvements. Susan feels that she has made a real contribution and will continue to look for ways to make further improvements.

Her job description and purpose have not changed, she has just found more effective ways of delivering which adds value to the company. Her manager's willingness to listen to her ideas, explain why all her suggestions may not work, but to agree to explore and implement some of her suggestions, has given Susan a sense of achievement and confidence.

It goes without saying that she passed her probationary period with flying colours!

Case study 2:

Sam joined the Company 4 months ago as a receptionist, she is on a 6-month probationary period. When joining the Company, Sam completed the induction process which included confirmation that she had a copy of her job description and understood the duties she is required to undertake, and her manager discussed these with her.

Since joining, her manager has noticed that Sam tends to finish what she is doing before answering the phone and ignores visitors in reception when she is otherwise occupied. 

There have also been occasions when messages have not been passed on in a timely manner and incorrect details have been taken (e.g., telephone numbers or email addresses).

Sam has been spoken to about these sorts of issues several times. She is referred to her job description, and it is emphasised why the standards are important. Sam improves for a while, but soon slips back into these unacceptable habits.

Sam’s manager receives a call from a new customer asking why he has returned his call from 3 days ago. The customer also explained that when calling today, it took ages to get through and when he commented on this,  the receptionist,  she said she was busy because someone was off sick.

Sam also receives a complaint from a colleague who says that a potential new client had called, but the wrong telephone number had been taken down, and he was now having trouble contacting the prospect.

The manager decides to have a further conversation with Sam, as this is clearly unacceptable. To prepare for the discussion, the manager reviews the job description again. It clearly states that all calls should be answered professionally and within 10 seconds. The job description also outlines the consequences of not doing so including poor impression to callers and possible lost opportunities. The job description also set out that all messages must be passed on as soon as possible and within 15 minutes of the call and that they must be accurate. Messages should be passed on by email and include contact details of the person who called.  

The manager met with Sam and handed her a copy of her job description  and ask her to confirm that she was aware of the content and what was expected of her.  He then informed her about the complaint he had from the new client and from a colleague regarding the wrong contact details. He also discussed his observation that she does not answer the phone within 10 seconds, can ignore visitors until she has finished what she is doing.

Sam argued that she does answer the phone and does pass on messages and that the caller must have given her the wrong number, or they did not actually call! Her manager correctly points out that she is not meeting the standards out lined in her job description and that she has been spoken about similar problems in the past, and while there is an improvement for a short while, the standards then slip. He also points out the consequences, i.e., a new client had a very poor impression of the Company and potential loss of business.

After the meeting, the manager considered everything that has been said. He considered her responses during the meeting, i.e., that she made excuses and did not accept the feedback and blamed others, that she had a clear job description and was clear about what was expected, that had been spoken to on several occasions before (with an immediate improvement and then a decline).  He also considered the potential impact on business in terms of reputation and possible loss opportunity/business. He concluded that he did not feel it was in the best interest of the business to continue to employ Sam.

In this case study, the comprehensive job description provided documented evidence that Sam was not performing to the standards required of her role and allowed the manager to quickly and thoroughly address the situation.  

It is important to have comprehensive job descriptions in place that are not simply a list of duties but should include the frequency of the task, the standards required when carrying out those duties and the possible consequences if they are not carried out to these standards.  The job description can also refer to other procedures that may set out processes to be followed.

One of the excuses employees can make is that they were not told or did not know. A good job description will remove this excuse and allow you to focus on the actual performance or conduct.

Case Studies

How Salesforce.com's Ongig-Powered Job Description Became One Of The Most Viral On The Internet

Wait a second,  57 people shared a job description? Indeed. Yes, that's rare, and yes, we're going to share how you can achieve those results too.

How Weddington Way Used Ongig-Powered Job Descriptions to Close a Top Marketing Analyst

As a small business in such a competitive hiring climate (the Bay Area), the problem they encountered was finding new, creative ways to stand out to candidates and attract top talent while also building their business.

How Lending Club Recruited a Top Engineer with Ongig-Powered Job Descriptions

How GoKrt Used Ongig-Powered Job Descriptions to Recruit Their CTO

Gokrt, an E-commerce shopping tool designed to organize all of your shopping carts from around the web in one place, had a golden opportunity to test Ongig to optimize its recruiting Search Engine Optimization (SEO).

How ReTargeter's Ongig-Powered Job Descriptions Attracted 3 New Hires in First Month

ReTargeter believed that there was a lack of detail, engagement, and interaction on job descriptions creating a wide gulf between employers and candidates. This, they found, resulted in wasted time, misinformed decisions, and missed opportunities.

© 2024 Ongig, Inc. All right reserved.

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• Knowledge Base

Methodology

• What Is a Case Study? | Definition, Examples & Methods

What Is a Case Study? | Definition, Examples & Methods

Published on May 8, 2019 by Shona McCombes . Revised on November 20, 2023.

A case study is a detailed study of a specific subject, such as a person, group, place, event, organization, or phenomenon. Case studies are commonly used in social, educational, clinical, and business research.

A case study research design usually involves qualitative methods , but quantitative methods are sometimes also used. Case studies are good for describing , comparing, evaluating and understanding different aspects of a research problem .

Table of contents

When to do a case study, step 1: select a case, step 2: build a theoretical framework, step 3: collect your data, step 4: describe and analyze the case, other interesting articles.

A case study is an appropriate research design when you want to gain concrete, contextual, in-depth knowledge about a specific real-world subject. It allows you to explore the key characteristics, meanings, and implications of the case.

Case studies are often a good choice in a thesis or dissertation . They keep your project focused and manageable when you don’t have the time or resources to do large-scale research.

You might use just one complex case study where you explore a single subject in depth, or conduct multiple case studies to compare and illuminate different aspects of your research problem.

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Once you have developed your problem statement and research questions , you should be ready to choose the specific case that you want to focus on. A good case study should have the potential to:

• Provide new or unexpected insights into the subject
• Challenge or complicate existing assumptions and theories
• Propose practical courses of action to resolve a problem
• Open up new directions for future research

TipIf your research is more practical in nature and aims to simultaneously investigate an issue as you solve it, consider conducting action research instead.

Unlike quantitative or experimental research , a strong case study does not require a random or representative sample. In fact, case studies often deliberately focus on unusual, neglected, or outlying cases which may shed new light on the research problem.

Example of an outlying case studyIn the 1960s the town of Roseto, Pennsylvania was discovered to have extremely low rates of heart disease compared to the US average. It became an important case study for understanding previously neglected causes of heart disease.

However, you can also choose a more common or representative case to exemplify a particular category, experience or phenomenon.

Example of a representative case studyIn the 1920s, two sociologists used Muncie, Indiana as a case study of a typical American city that supposedly exemplified the changing culture of the US at the time.

While case studies focus more on concrete details than general theories, they should usually have some connection with theory in the field. This way the case study is not just an isolated description, but is integrated into existing knowledge about the topic. It might aim to:

• Exemplify a theory by showing how it explains the case under investigation
• Expand on a theory by uncovering new concepts and ideas that need to be incorporated
• Challenge a theory by exploring an outlier case that doesn’t fit with established assumptions

To ensure that your analysis of the case has a solid academic grounding, you should conduct a literature review of sources related to the topic and develop a theoretical framework . This means identifying key concepts and theories to guide your analysis and interpretation.

There are many different research methods you can use to collect data on your subject. Case studies tend to focus on qualitative data using methods such as interviews , observations , and analysis of primary and secondary sources (e.g., newspaper articles, photographs, official records). Sometimes a case study will also collect quantitative data.

Example of a mixed methods case studyFor a case study of a wind farm development in a rural area, you could collect quantitative data on employment rates and business revenue, collect qualitative data on local people’s perceptions and experiences, and analyze local and national media coverage of the development.

The aim is to gain as thorough an understanding as possible of the case and its context.

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In writing up the case study, you need to bring together all the relevant aspects to give as complete a picture as possible of the subject.

How you report your findings depends on the type of research you are doing. Some case studies are structured like a standard scientific paper or thesis , with separate sections or chapters for the methods , results and discussion .

Others are written in a more narrative style, aiming to explore the case from various angles and analyze its meanings and implications (for example, by using textual analysis or discourse analysis ).

In all cases, though, make sure to give contextual details about the case, connect it back to the literature and theory, and discuss how it fits into wider patterns or debates.

If you want to know more about statistics , methodology , or research bias , make sure to check out some of our other articles with explanations and examples.

• Normal distribution
• Degrees of freedom
• Null hypothesis
• Discourse analysis
• Control groups
• Mixed methods research
• Non-probability sampling
• Quantitative research
• Ecological validity

Research bias

• Rosenthal effect
• Implicit bias
• Cognitive bias
• Selection bias
• Negativity bias
• Status quo bias

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McCombes, S. (2023, November 20). What Is a Case Study? | Definition, Examples & Methods. Scribbr. Retrieved April 9, 2024, from https://www.scribbr.com/methodology/case-study/

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Case Study:

• Job Description Development

For the City of Medford, Oregon, WBCP:

• Rewrote all the city’s job descriptions.
• Assisted the city with selecting and implementing a competency model for recruitment, retention, development and performance evaluation.
• Built-in the core competencies identified by the organization into the updated job descriptions.
• Designed a citywide approval process to expedite implementation of new job descriptions.

Check out our sample job description for the City of Medford.

In 2015, the City of Medford contracted with WBCP to update and redesign our classification plan and create general competencies to be included in our job descriptions. The work Wendi Brown and her team did with the overall revamping of our job descriptions was exceptional and timely in-light of continuing demands for redrafts by the City. The entire process was collaborative, engaging our staff in the creation of useful descriptions for recruitment and performance management. The design and layout of the job descriptions WBCP provided are user-friendly and easy for us to continually update.”

– Michael Snyder, Human Resources Director City of Medford, Oregon

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Advances in Interdisciplinary Research in Engineering and Business Management pp 123–130 Cite as

The Missing Link of Job Analysis: A Case Study

• Prerna Mathur 7 &
• Shikha Kapoor 7  
• First Online: 23 April 2021

478 Accesses

Part of the book series: Asset Analytics ((ASAN))

Any organization, in any industry, is able to perform efficiently when the objectives of the organization and the resulting objectives of the roles in the organization are unambiguous, structured, and well communicated and understood. In the event of lack of such clarity, the organization often faces various complex inter-related problems, such as wasted employee expertise, unrealistic performance standards, lack of human resource planning, incorrect talent hiring, talent gaps, low employee motivation, and so on. This case study, therefore, tries to elaborate upon the important link of job analysis that serves as a strong foundation in an organization to prevent many human-resource-related problems.

• Job analysis
• Performance deliverables
• Organizational effectiveness
• Talent acquisition
• Role specification
• Candidate specification
• Role skill set
• Performance management
• Performance measurement
• Competency maps

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Gurinder Singh

Department of Operational Research, University of Delhi, New Delhi, Delhi, India

Saurabh Panwar

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Mathur, P., Kapoor, S. (2021). The Missing Link of Job Analysis: A Case Study. In: Kapur, P.K., Singh, G., Panwar, S. (eds) Advances in Interdisciplinary Research in Engineering and Business Management. Asset Analytics. Springer, Singapore. https://doi.org/10.1007/978-981-16-0037-1_11

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Job Description -Human Resource Case Study Assignment Help   Introduction

In a job, the compensation and performance appraisal process has significant importance to motivate the employees. The benefits

and incentives have a significant impact over the employee performance and contribution over the time (Sims, 2007). On the other hand, the lack of key benefits in a job may create the problem related to low morale and less contribution of employees in an organization, which may affect the significance of the organization to sustain its business in the current environment (Armstrong, 2008). So, to motivate the employees, it is essential to build an appropriate compensation plan and process of performance appraisal. This  HR case study assignment help  paper will discuss the job description and specification for my dream job along with compensation program and performance appraisal process.

Job Description and Specification  My dream job is to become the Human Resource Manager (HR Manager) in a repute multinational organization. I want to work in HR department, so that I could interact with the employees directly and can contribute to increase the effectiveness of organization to manage its human resources more effectively and increase the organizational competitiveness in the industry (Sims, 2007). Job description for this dream job is as below, which provides tasks, roles and responsibilities, which I supposed to perform in this job: Table 1:

Job Description

(Fowler, 2000) The above table describes the job description of my dream job of HR manager in MNC. For this dream job, there are some skills and qualifications required, which are given in the job specification table below. The job specification is the written statement, which includes educational qualification, experience level, and specific qualities etc that are essential to perform a job in a significant manner (Sims, 2007). Below is the job specification for my dream job of HR manager:

Table 2: Job Specification

(Kleynhans, 2006) The above is the job specification of my dream job and almost, I have all the ability and skill to do this job in an effective manner. The job description and job specification is quite significant to explain the job requirements, which help an individual to perform the job significantly.

Compensation and Benefit Package  The compensation and benefit package is generally related to the job duties and desired outcomes. A number of factors should be considered in designing a compensation and benefit package, so that employee and organization both can be mutually agree on this and the interest of both can be fulfilled (Armstrong, 2008). It is because an appropriate compensation and benefit package helps to attract and retain the key employees within the organization and also motivates the employees to provide their best efforts towards the organizational goals and objectives. The compensation package for my dream job will be inclusion of direct, indirect and non-financial compensation and benefits, so that all legal compliances can be covered and mutual interest of my dream job and organization could be achieved: Table 3: Compensation and Benefit Package

The above compensation and benefit package is quite justified with my dream job of HRM manager. The base salary and other allowances are justified as per my position in the organization and experience in previous firm. I have master degree in HRM along with a labour law certification and 3.5 year experience in a reputed firm as HR manager. I have proved my skills and compatibility in the industry, which justifies this salary level. The other allowances and incentives are as per the law and equitable with the compensation structure of the similar organization in the industry for the same position (Kleynhans, 2006). According to the  HR business assignment help experts , HR manager plays an important role and has significant influence over the organizational growth by managing the most valuable resources of the organization i.e. human resources. The indirect compensation is also as per the organizational rules and policies under the employee compensation laws, which is also justified at the position of HR manager. Some other indirect compensation such a car facility, accommodation is some of the essential facilities, which are required for this job (Estreicher & Reilly, 2010). At the same time, in US, organizations tend to offer this type of facilities to the senior managers to reduce the stress level and to improve work efficiency. Flexibility is also required for this job as HR manager has to consider various aspects in designing HR policies and procedures. So, the level of indirect compensation is also justified with my dream job. At the previous job, I also had the facility of accommodation and car and expect the same in my dream job. The non-financial compensation is also justified as it includes the growth opportunities, which are seek by everyone in their career. If the growth opportunities will not be there, the motivation level of an employee at any position can be declined.

So, these non-financial compensations are also significant with the job profile. Overall, the compensation and benefit package is significant to achieve the mutual interest of my dream job and organization both, which would be beneficial for the growth of both (Biswas, 2012). Thus, on the basis of market competitiveness, individual and organizational objectives, and as per state and federal rules and regulations, the above described compensation packages for my dream job is properly justified.

Armstrong, M. (2008).  Strategic Human Resource Management: A Guide to Action  (4 th  ed.). USA: Kogan Page Publishers . Biswas, B.D. (2012).  Compensation and Benefit Design: Applying Finance and Accounting Principles to Global Human Resource Management Systems . USA: FT Press. DeNisi, A. (2004).  A Cognitive Approach to Performance Appraisal . London: Routledge. Edwards, J.E., Scott, J.C. & Raju, N.S. (2003).  The Human Resources Program-Evaluation Handbook . USA: SAGE. Estreicher, S. & Reilly, D.J. (2010).  Employee Benefits and Executive Compensation . UK: Kluwer Law International. Fowler, A. (2000).  Writing Job Descriptions . UK: CIPD Publishing. Kleynhans, R. (2006).  Human Resource Management . South Africa: Pearson South Africa. Mayhew, R. (2013).  Performance Appraisal Programs . Retrieved from:  http://smallbusiness.chron.com/performance-appraisal-programs-11555.html  Sims, R.R. (2007).  Human Resource Management: Contemporary Issues, Challenges And Opportunities . IAP.

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