Annexure 1: Sample Case Study on Improving Problem-Solving Skills

Objective: Improve problem-solving skills.

Case Study: A company wants to adopt remote work permanently, but some employees prefer office work. The management aims to find a balanced approach that ensures productivity, employee satisfaction, and operational efficiency.

Participants and Their Roles:

1. HR Manager (Facilitator) – Oversees the discussion, ensures structured progress, and considers employee well-being.

2. Operations Manager – Evaluates logistics, infrastructure, and overall operational impact.

3. IT Head – Assesses technological feasibility and security aspects.

4. Employee Representative (Remote Work Advocate) – Supports and highlights benefits of remote work.

5. Employee Representative (Office Work Advocate) – Represents employees who prefer in-office work.

6. CEO (Decision Maker) – Makes the final decision based on discussions and recommendations.

Systematic Approach for Solution:

Step 1: Problem Identification

• The HR Manager presents the case: the company intends to make remote work permanent, but some employees prefer working in the office.

• Key concerns include productivity, employee preferences, infrastructure, security, and company culture.

Step 2: Gathering Perspectives

• HR Manager: Highlights employee feedback, well-being, and work-life balance considerations.

• Operations Manager: Discusses office space utilization, cost implications, and workflow impact.

• IT Head: Evaluates cybersecurity risks, IT infrastructure, and technology investments needed for remote work.

• Remote Work Advocate: Presents benefits such as flexibility, work-life balance, and cost savings for employees.

• Office Work Advocate: Emphasizes face-to-face collaboration, team bonding, and structured work environment.

Step 3: Analyzing Pros and Cons

Aspect	Pros of Remote Work	Cons of Remote Work	Pros of Office Work	Cons of Office Work
Productivity	Flexibility boosts focus	Possible distractions at home	Structured environment	Commute time may reduce efficiency
Employee Satisfaction	Better work-life balance	Social isolation	Team bonding and networking	Less flexibility
Cost Savings	Saves on office expenses	May require home-office setup	Utilizes existing infrastructure	Higher maintenance costs
Technology	Encourages digital collaboration	Security risks	Immediate IT support available	Limited remote accessibility

Step 4: Brainstorming Solutions

• Hybrid Work Model: A mix of remote and in-office work based on job roles.

• Flexible Schedules: Employees choose remote or office days.

• Rotational System: Teams alternate between remote and office work.

• Remote Work Stipend: Support for home-office setup.

• Enhanced Virtual Collaboration Tools: Investment in technology to improve remote interaction.

Step 5: Evaluating Feasibility and Impact

• IT Head: Confirms the need for better security and remote collaboration tools.

• Operations Manager: Recommends optimizing office space for hot-desking.

• HR Manager: Ensures employee feedback is incorporated into policy-making.

• CEO: Balances cost, productivity, and employee satisfaction.

Step 6: Reaching an Optimal Solution

• The Hybrid Work Model is chosen as the best approach, allowing flexibility while maintaining office collaboration.

• Employees will be required to work from the office at least two days a week.

• The company will invest in cybersecurity and digital collaboration tools.

• HR will conduct periodic employee surveys to assess and refine the model.

Conclusion:

The problem-solving exercise highlights a structured decision-making approach, ensuring a balanced and data-driven solution. The hybrid work model meets business needs while accommodating employee preferences, demonstrating an effective application of problem-solving skills in a corporate scenario.