HERBERT SIMON’S MODEL FOR

DECISION MAKING IN
HUMAN RESOURCE MANAGEMENT

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 CASE STUDY

• Introduction:
• Tech Innovations Inc., a leading technology company, is facing challenges in
employee retention and talent acquisition. The Human Resources (HR)
manager, Siri, recognizes the need to address these issues to ensure the
company’s continued success.
 INTELLIGENCE PHASE:

• Siri conducts a comprehensive analysis of the current HR processes and

employee feedback to identify key areas of concern. She reviews exit
interviews, employee satisfaction surveys, and recruitment data to gain
insights into the root causes of the retention and recruitment challenges.

• Through this intelligence phase, Siri identifies several issues, including limited
career development opportunities, lack of competitive compensation
packages, and ineffective recruitment strategies.
 INFORMATION OR DATA COLLECTED
IS:

From management or other departments:

• Exit Interviews (feedback on issues such as job satisfaction, career development
opportunities, compensation, and workplace culture.)
• Employee Surveys (such as job satisfaction, work-life balance, career
development, compensation, and benefits.)
• Recruitment Data Analysis (candidate feedback, offer acceptance rates, and
turnover rates among new hires. This data helps her identify potential gaps or
inefficiencies in the recruitment process that contributing to retention challenges.)
From employees:
• Career Development Opportunities:Lack of career development
opportunities can lead to disengagement and turnover.
• Workplace Culture: Issues such as poor leadership, lack of communication,
recognition of the efforts and work and a toxic work environment can
contribute to turnover and morale problems.
• Recruitment Effectiveness: Inefficient or ineffective recruitment processes
can result in prolonged vacancies, high turnover rates among new hires, and
increased recruitment costs.
 TECHNIQUES USED TO ANALYZE THE
DATA OR INFORMATION

 Trend Identification: identifies trends and patterns in the data to pinpoint

areas of concern or opportunities for improvement.
 Root Cause Analysis: to identify the underlying factors contributing to
retention and recruitment challenges. This involves digging deeper into the
data to understand the drivers of employee turnover and dissatisfaction.
 DESIGN PHASE

Armed with the insights gathered, Siri formulates a strategic plan to improve
employee retention and enhance recruitment efforts. She designs alternative
initiatives aimed at addressing the identified issues, such as:
 Implementing a robust career development program to provide employees
with opportunities for advancement and skill enhancement.
 Revamping the compensation and benefits package to ensure
competitiveness in the market and align with employee expectations.
 Enhancing the employer brand through targeted marketing campaigns and
employer branding initiatives to attract top talent.
 Optimizing the company’s recruitment processes to make them more
efficient and effective by streamlining procedures, leveraging technology, and
enhancing the candidate experience to improve recruitment outcomes and
reduce turnover rates among new hires.

 Intiatives to improve workplace culture, for fostering a positive and inclusive

work environment to enhance employee satisfaction and retention.
 Employee Recognition and Rewards, to acknowledge and incentivize high
performance to boost morale, increase motivation, and improve employee
retention by recognizing and rewarding employees for their contributions.
Career Development Programs:
• Siri recognizes that investing in career development programs addresses multiple
issues simultaneously. By offering employees opportunities for skill enhancement,
career advancement, and personal growth, Tech Innovations Inc. Can improve
employee engagement, satisfaction, and retention.
• Career development programs not only demonstrate the company’s commitment to
nurturing talent and fostering employee growth but also align with employees’ desire
for professional development opportunities.
• By providing clear paths for career progression within the organization, Tech
Innovations Inc. Can reduce turnover rates and attract top talent looking for
opportunities for advancement.
THANK YOU