Jan picked up the telephone to call John. She explained the problem and asked him to prepare a list of ideas that could help them both demonstrate how successful CalleetaCO’s talent programs had been and meet the board’s requirements for cost controls. Jan knew that she would need to get John to work miracles to help meet the board’s demands. She didn’t want to stop talent searches or above-average total compensation, but board members were unyielding. Unless Jan could develop a successful plan to slow employee expense growth, control the activist stakeholder groups, and ultimately improve earnings, she could easily become the ex-CEO.

Case Study Questions:

What are the key business issues facing Jan?
In what ways are CalleetaCO’s HR operations contributing to the company’s success?
How do these contributions support the company’s strategic goals?
What changes can John make in his HR operations to meet the board’s demands?
Describe whether each of John’s proposed changes will hinder or help CalleetaCO achieve sustainable competitive advantage. Which ones would you choose if you were in John’s position? Defend your choices.
How would a balanced scorecard help Jan explain the value of her HR talent approach? Provide sample measures for each of the four categories that would support Jan in her presentation to the board.