RevIew on

ComprehensIveIntegrated Case StudIes (CICS)

for OrganIzatIon Development
The 13th International Symposium on Management
University of Social Sciences and Humanities, Vietnam National University HoChiminh City
(USSH, VNU-HCM), Vietnam March 18th 20th, 2016
FBE, University of Surabaya

T.. Soemarman

aculty
aculty of Business
Business and
and Economics
Economics
niversity of
University
of Surabaya
Surabaya

Case Studies in HRM: Comprehensive and Integrated Focus?

This Review evaluate how the feasibilites of Comprehensive
Integrated Case Study (CICS) provide Sustainability of
Business Process and Good Governance in the context of
Organization Development with two assurances:
Application of Psychometric Measurement for Selecting
Best Profiles of Employess within Job Matching Program
(Talent Development and Leadership Program).
Facilitation for Best Practices of Employees Performances
with support from integrated programs: Job Redesign-Job
Placement, Review on The System-Design of Performance
Appraisal, and Revision on The System-Design of Total
Rewards and Remuneration.

Case Studies in HRM: Comprehensive and Integrated Focus?

This Review will observe carefully those two important
assurances within the needs for specific-customized
design of Comprehensive Integrated Case Studies
(CICS) which might support the establishment of a
model of Strategic Human Resource Management
(SHRM).
The review will argue that CICS will be able to establish
a model of SHRM based on two integrated approaches:
Vertical-Horizontal Fit of Organization Culture for
Employees as Professional Workers.

Case Studies in HRM: Comprehensive and Integrated?

The Needs

Feasibilities

The Design

Research
Projects

It is feasible to develop a Solution toward Establishing A Model of Strategic Human

Resource Management based on:
Vertical Fit of Organization Culture for Employees as Professional Workers, applying
Measurement of Employees Best Profiles and Performance Predictors (E3P) to
support job matching program
Horizontal Fit of Organization, applying the methods of verification on employees softskill which support major competences within the context of job redesign

N E E D S ANALYS I S
How do we provide assurances for Sustainability of Business Process
and Good Governance within the context of Organization
Development when considering FEASIBILITIES from Previous Studies?
It is to make old saying work well:
Right persons in the right places
with right mission and capable of
doing things right within the context
of the right things.

AVAILABLE FEASIBILITIES
Two Feasibilities from previous studies:
Application
of
Psychometric
Measurement for Selecting Best Profiles
of Employess within Job Matching
Program
and
Facilitation (Talent
for
BestDevelopment
Practices
of
Employees
Performances
with support
integrated
programs:
Leadership
Program)
hasfrom
been
available.

Job Redesign-Job Placement, Review on The SystemDesign of Performance Appraisal, and Revision on The
System-Design of Total Rewards and Remuneration?

FOUR FACTORS TO CONSIDER IN THE DESIGN OF CICS

Job Design
Employee Profiles within Life Style
Inventory
Employee Competence and Skills
Job-Performances Context

Case Studies: Comprehensive and Integrated Factors?

Job Design
For
Professional
Workers
Competences
Soft-Skills
Development

E3P
Employees
Profiles

CIC
S

Performances
Context

Understanding the Strategic Human Resources Management

Our CICS Design considers that the development of
employee professionalism will give great impacts on
sustainability of business process and organization
governance, especially as it is reflected by
development of employees professional skills in
business discretion
Therefore:
CICS supports the elaboration of exchange perspectives between
Company/Organization/Institution and Employees.
The exchanges shall promote mutually shared responsibility
Main Issues: CICS provides employees with opportunities to involve in
participatory action/policy research within the framework of Strategic HRM

Understanding the Strategic Human Resources Management

Understanding the Strategic Human Resources Management

POSSIBLE OPTION 1
CICS may elaborate Vertical Fit of Organization Culture for
Employees as Professional Workers, using application of
measurement instrument on Employees Best Profiles and
Performance Predictors (E3P) within A Framework of Career
Management Contributor Model.

Understanding the Strategic Human Resources Management

POSSIBLE OPTION 2
Application of measurement instrument will be undertaken within
the context of organization development as reflected by
integrated programs:
Job Redesign-Job Placement
Review on The System-Design of Performance Appraisal
Revision on The System-Design of Total Rewards and
Remuneration.

Requirements for Good Design of CICS

Reliability and validity
of E3P

Good Design of CICS: Workable for

Establishing Strategic HRM
Comprehensiveness and
integration of CICS
in relation with QMS
Practices

With QMS Context

Application of the measurement instrument should focus on the evaluation of its

reliability and validity
Comprehensiveness and integration of Case Studies rely on the capability of CICS
design in maintaining previous studies in relation with (its context) the needs for
improvement of quality management system

Requirements for Good Design of CICS QMS Framework

Good Design of CICS should be

workable for Establishing Strategic
HRM
With QMS Context

RESEARCH PROBLEMS
Conflicting
Situations of
employees
positions
How to transform
conflicting situations
and disharmony
between managerial
positions and
functional positions
among employees?

Work
Context

How are the

establishment of
three important
factors capable to
provide "Job
Matching Program
and Employees
Placement ?

Reliability of
Profiles:
Active
Constructive

The findings of
previous studies
shall also apply to
both employees in
managerial positions
and functional
positions as well?

Renewal on
Employees
Contract
Tenures
The renewal of
Employees
Contract (Tenures)
effectively support
the update of QMS
In Strategic
HRM ?

Strategic HRM will provide assurances to successful performance of business process and
governances as well as the success of employees future careers?

Phases of CICS Implementantion

Tools of Research Implementation

Self-Assessment
of Life Style
Inventory

Verification on
Job Design
and
Performances
Focus Group
Discussion:
Level of Agreement

Scales of
Attitudes

The use of Research Tools and Analysis

Quantitative Data of Life Style Inventory will be explained further
In verification of Attitudes Scales

The results of Job Redesign will be observed by FGD to verify the level of
Agreements related to QMS updates as well as the achievement of performances
The measures of employees competences and skills should result in verification of
performance appraisal design as well as the design of job evaluation system
Job matching program and renewal of tenures-contract should be undertaken with
comprehensive observation on the needs for renewal of job family and QMS Procedures

Moments of Continuous Improvements in QMS

QMS Improvements based on Strategic HRM
QMS and Strategic HRM support the sustainability of business
process and governance with vertical fit of organization cultures
The future careers of employees will get strong assurances when
total directions toward contributor model of career management
system supported

How do we consider the best moments for best practices in developing

the best contributions of professional employees?

Moments to Consider
1

Moment at employees placement

Moment by which employees get promoted

Moment in QMS continuous improvements

Moment at setting new agenda for further case studies

Moment outside the organization to continue benchmarking

Employee
Profiles
QMS
Improvements

Job Design

Contributor
Models of
Career
Management

Thank You!