Case Study Examples Human Services

Our mission is to partner with clients in a way that addresses their needs and weaknesses, limits their liability, boosts their business, and maximizes their return. Actual examples of our mission accomplishments are provided for your information and review.

Case Study: Talent Acquisition Services
OperationsInc talent acquisition team takes tech startup client from 20 to 60 employees.

Case Study: HR Assessment
OperationsInc conducts HR Assessment of established skin care manufacturer, updates client’s HR practices to limit risk.

Case Study: Interim “Emergency” Payroll Services
OperationsInc provides interim emergency payroll support after unexpected payroll resignation.

Case Study: HR Infrastructure
OperationsInc establishes client HR infrastructure, provides ongoing human resources support.

Case Study: PEO Transition
OperationsInc helps growing pharmaceutical services company move  off PEO support, assists in HR strategy and planning.

Case Study: HR Assessment
OperationsInc conducts HR Assessment of policies and practices, addresses critical gaps in HR infrastructure.

Case Study: Compensation Benchmarking Services
OperationsInc assists client with Compensation Benchmarking tied to a planned relocation from both abroad and in the US to a possible new location in California.

Case Study: HR Services
OperationsInc helps European Headquarters of a prominent building supply company based in Germany manage US HR needs. 

Case Study: Training & Development Services
OperationsInc provides financial institution with a university-style training and development program for the company’s management team and high potentials.

Case Study: HR Outsourcing and HR Assess
A leading Financial Services firm with a need to outsource their entire HR function turned to OperationsInc to ensure legal compliance, liability limitation, and overall support for the employees.

Case Study: Recruitment Management Services
A growing Healthcare Service provider with a need to rapidly expand their staff with a limited in-house team to facilitate recruitment and hiring.

Case Study: HR Assess, HR Program, and Process Design
A Publishing and Consumer Services firm with a need to mature the HR function as a result of rapid growth.

Case Study: HR Program & Process Design, Management Training Services
Client with a need to formalize their Performance Management Process.

Case Study: HR Program and Process Design
A Publishing and Consumer Services firm with a need for Interim HR Outsourcing and HR cleanup.

Case Study: Sexual Harassment Investigation Services
Client with a need for an independent third-party Sexual Harassment Investigation.

Case Study: Handbook Development
Client with a need to formalize their policies and procedures, and centralize them in a readily available Employee Handbook.

Case Study: Consultation and Management Training
Client with a need to terminate an employee, yet with legitimate concerns of their legal rights and future liability.

Case Study: Sexual Harassment Prevention Training
Several clients have engaged OperationsInc to conduct Sexual Harassment Prevention Training; this is one representative example.

Case Study: Recruitment Management Services
A growing local manufacturing company in need of top quality candidates for several roles.

Case Study: Payroll Administration
A Financial Services Client with 100 employees could not absorb the payroll function internally.

Case Study: Payroll Audit
Client in Financial Services with a need to audit current payroll process.

 

perspective is that, while no particular theory is implicitly comprehensive; objectivelyapplied, any theory can prove contextually appropriate.However, Payne, (1997, p. 36) asserts that theories are most effective whencombined and that in isolation, “the theory’s value is vitiated” Indeed incontemporary complex and dynamic society with corresponding heterogeneity in itssocial problems, theory triangulation (combining theories) is essential to better understand, explain and address the myriads of interrelated problems that is

‘social work 

’. The very use of theory in social work per se is indispensible in establishingsome degree of rationality in what would otherwise be a chaotic occurrence.

Reasons for choosing particular theories

Argued on appropriateness rather than convenience; the ‘

Psychodynamic theory 

by Freud and the ‘

 Attachment theory 

by ‘Bowlby’ in particular; and the systemtheory in general seem most applicable to this case study. This preference is basedon the premise that family and relationship problems may be rooted in ineffectivepersonality developmental childhoods. Within this context, Thomas and Pierson,(1999, p.302) state that, “the psychodynamic approach views the adultPERSONALITY as product of childhood development” Similarly, Payne, (1997, p.79) states that “the important focus on social work on childhood and earlyrelationships and maternal deprivation comes from psychodynamics theory” Indeed,Lishman, (2003, p. 14) suggests the use of the attachment theory in cases of relationship and dysfunctional family situations because it seems to appropriatelyexplain behavioural and relationship problems as typical of this case. Thesuggestion here is that, Mr A’s drinking, gambling, aggression with associatedviolence; and Mrs A’s indiscriminate spending could be consequential of their deficient or ineffective childhood developments. Additionally, according to Payne,(1997, p. 291) both theories provide comprehensive models “that claim to offer asystem of thought to cover all the practice social workers might want to undertake”Payne, (1997, p.291). Additionally, Wood and Hollis, (1990, p. 9) perceivepsychodynamic theory as inseparable from family therapy. It is the combination of these arguments, capped with my critical judgement that has influenced the choice

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