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39 min read

What Are the Types of HR Cases?

Sep 12, 2023 8:12:07 AM

types of hr cases

In the realm of HR Case Management software, HR cases refer to specific incidents, requests, or issues that require HR intervention, tracking, and resolution. These cases types can vary widely in nature and complexity. Here are some common types of HR cases that organizations typically manage using HR Case Management software:

  • Benefits: Cases related to employee benefits such as enrollment, changes, and disputes. This category may also include inquiries about the different types of benefits offered by the organization.
  • Compensation: Various types of HR cases that deal with inquiries or issues related to compensation, bonuses, incentives, or allowances. This could involve disputes over pay, questions about bonus structures, or clarification on allowances.
  • Reward: These case types encompass a range of scenarios related to acknowledging employee achievements and contributions. 
  • Payroll: Types of HR cases that involve Payroll address salary, deductions, tax inquiries, and payment discrepancies, ensuring accurate and timely compensation for employees.
  • Onboarding: Cases related to the hiring process, including orientation and paperwork. This category may cover activities such as employee training, document submission, and initial setup within the organization's systems.
  • Offboarding: Cases that deal with the processes associated with separating employees from the organization. This includes exit interviews, return of company property, and any final paperwork that needs to be completed.
  • HRIS, HRIT, and HR Technology: These cases pertain to the management and maintenance of digital HR data, encompassing processes like data entry, system troubleshooting, and ensuring the accuracy and security of HR information.
  • Employee Relations: These case types involve conflicts, disputes, or concerns among employees, such as interpersonal conflicts, harassment complaints, bullying incidents, or workplace misconduct.
  • HR Compliance: Cases that deal with ensuring the organization and its employees are in compliance with legal regulations. This category may include issues related to data privacy, employment laws, and other regulatory compliance matters.
  • HR Policy: Includes types of HR cases focused on ensuring that employees adhere to company policies and procedures. This could include issues like code of conduct violations, workplace behavior, and adherence to internal guidelines.
  • Health and Wellbeing: These HR cases encompass issues related to employee health, including medical accommodations, mental health support, wellness program participation, and compliance with health-related regulations, fostering a well-rounded approach to employee well-being.
  • Health and Safety: Incidents or concerns related to workplace safety, accidents, injury reports, health-related accommodations, and compliance with health and safety regulations.
  • Leave and Attendance: These cases revolve around employee leave requests, attendance tracking, managing time-off balances, and addressing issues related to absenteeism or tardiness.
  • Workplace Accommodation: Requests for accommodations due to disabilities or other medical conditions, ensuring that the workplace environment is inclusive and accessible for all employees.
  • Training and Development: These types of HR cases are related to employee training and development needs, requests for professional development, access to learning resources, and skill enhancement programs.
  • Career Development: Cases related to identifying and developing potential successors for key roles within the organization and assisting employees in planning their career paths.
  • Performance Management: Performance-related cases pertain to employee performance evaluations, improvement plans, feedback discussions, and performance-related queries.

HR Case Management software helps organizations efficiently manage and track these various types of HR cases, ensuring timely resolution, consistent communication, and proper documentation throughout the process. It streamlines HR workflows, improves employee experiences, and enables HR teams to maintain accurate records of interactions and outcomes.

Click here to scroll to a Comprehensive List of HR Case Types.


Why Use Different Types of HR Cases?

HR Service Delivery managers, and other HR personnel responsible for HR Services within organizations, use types of HR cases for several reasons:

  • Efficient Allocation: Categorizing cases allows managers to allocate resources effectively. Different case types might require different levels of expertise and resources. Assigning the right personnel to the right cases ensures efficient handling.
  • Specialization: Case types often require specialized knowledge. By categorizing cases, managers can assign experienced HR professionals who are well-versed in handling specific issues, improving the quality and speed of resolutions.
  • Prioritization: Certain cases might be more urgent or critical than others. By classifying cases into types, managers can prioritize them based on their potential impact on employees, the organization, or legal compliance.
  • Data Analysis: Categorized cases generate valuable data. This data helps managers identify patterns, trends, and recurring issues. It informs decision-making for process improvements, policy changes, and targeted training.
  • Process Improvement: Different case types might reveal bottlenecks or inefficiencies in HR processes. Managers can streamline workflows, optimize resources, and enhance overall service quality based on insights gained from analyzing various case types.
  • Reporting and Compliance: Regulatory requirements often vary across different case types. Categorization aids in generating accurate reports for compliance purposes, ensuring adherence to laws and regulations.
  • Employee Experience: Properly categorized cases allow for quicker and more accurate responses, leading to improved employee satisfaction. Employees feel that their concerns are understood and addressed in a timely manner.
  • Training and Development: Categorizing cases facilitates targeted training programs. HR professionals can receive training specific to the types of cases they handle, enhancing their expertise and performance.
  • Knowledge Management: Categorized cases contribute to a comprehensive knowledge base. This resource can be used for reference by HR staff and new hires, promoting consistent and standardized solutions.
  • Benchmarking: Managers can benchmark their HR service delivery against industry standards by comparing their case types and their resolution times with those of similar organizations.

In essence, categorizing HR cases enhances the effectiveness, efficiency, and quality of HR service delivery, benefiting both the organization and its employees.

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Comprehensive List of Types of HR Cases

For those responsible for HR Services who are aiming to establish effective HR Case Management within their organization, this comprehensive list of HR case types serves as a helpful reference.

Benefits HR Cases

  • Benefits Enrollment Assistance: Includes types of HR cases involving employees seeking guidance and support when enrolling in various benefits programs offered by the company.
  • Beneficiary Designations: Cases related to updating or designating beneficiaries for life insurance, retirement plans, and other benefits.
  • Benefits Communication: Cases related to communicating changes, updates, and important information about benefits programs to employees.
  • Benefits Plan Changes: Cases involving employees requesting changes to their benefits coverage due to life events, such as marriage, birth, or adoption.
  • Benefit Statement Requests: Instances where employees need statements of their benefits coverage, contributions, and usage.
  • Benefits Portal Access: Types of HR cases where employees require assistance with accessing and navigating the company's benefits portal.
  • COBRA Coverage: Instances where employees inquire about continuing their health insurance coverage through COBRA after leaving the company.
  • Flexible Spending Accounts (FSAs): Cases related to employees seeking information about using and managing their FSA funds for eligible expenses.
  • Dependent Care Assistance: Instances where employees need assistance with enrolling in and utilizing dependent care assistance programs.
  • Disability Benefits Claims: Cases related to employees filing disability benefits claims and seeking information about the process.
  • Employee Assistance Program (EAP): Cases related to employees seeking support and resources for personal and emotional challenges.
  • FMLA:
    • FMLA Certification Process: Cases involving employees obtaining and submitting medical certifications for FMLA leave.
    • FMLA Documentation: Instances where employees require assistance with completing and submitting required documentation for FMLA leave.
    • FMLA Intermittent Leave: Cases involving employees requesting intermittent FMLA leave and understanding the regulations.
    • FMLA Leave Requests: Cases related to employees requesting leave under the Family and Medical Leave Act for medical or family-related reasons.
    • FMLA Return-to-Work Plans: Cases involving employees returning to work after FMLA leave and requiring accommodations or adjustments.
    • FMLA Status Updates: Instances where employees inquire about the status of their FMLA leave request, including approval and duration.
  • Health Insurance Inquiries: Instances where employees have questions about their health insurance coverage, plan options, premiums, and co-payments.
  • Health Savings Account (HSA) Support: Cases involving inquiries about HSAs, contributions, withdrawals, and eligible expenses.
  • Leave Extensions: Cases involving employees requesting extensions to their approved leave, including FMLA leave.
  • Life Events and Benefits: Instances where employees need assistance with understanding how life events, such as marriage or divorce, impact their benefits.
  • Retirement Plan Questions: Cases involving inquiries about retirement plan options, contributions, vesting, and eligibility criteria.
  • Tuition Assistance Program: Cases related to employees seeking information about company-sponsored education assistance programs.
  • Maternity/Paternity Benefits: Instances where employees inquire about maternity and paternity leave policies, benefits, and eligibility.

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Compensation HR Cases

  • Salary Adjustment Requests: Cases where employees request changes to their base salary due to performance, promotion, or market adjustments.
  • Bonus Disbursement Inquiries: Instances where employees have questions about eligibility, calculation, and timing of performance-based bonuses.
  • Commission Calculation Issues: Cases involving discrepancies or questions related to sales commissions and incentive calculations.
  • Payroll Deduction Queries: Instances where employees seek clarification on payroll deductions, such as taxes, benefits contributions, or retirement plans.
  • Compensation Structure Clarifications: Cases where employees inquire about the organization's compensation structure, pay bands, and salary ranges.
  • Overtime Payment Concerns: Instances where employees have concerns about overtime pay, including eligibility, rates, and accurate calculation.
  • Salary Slip or Pay Stub Requests: Cases related to employees requesting copies of their salary slips or pay stubs for documentation or review.
  • Equity Grant and Stock Options: Instances where employees inquire about equity grants, stock options, vesting schedules, and related compensation benefits.
  • Compensation Policy Questions: Cases involving employees seeking clarification on the organization's compensation policies, practices, and guidelines.
  • Incentive Plan Participation: Instances where employees have queries about participating in incentive programs based on performance or team targets.
  • Compensation Benchmarking Requests: Cases where employees request information about how their compensation compares to industry standards or market rates.
  • Salary Negotiation Support: Instances where employees request assistance and guidance for negotiating compensation during job offers or reviews.
  • Salary Structure Changes: Cases related to changes in the organization's salary structure or adjustments to pay bands and levels.
  • Annual Compensation Review: Instances where employees receive their annual compensation review results, including salary increases or adjustments.
  • Salary Freeze Inquiries: Cases involving inquiries about temporary salary freezes or changes due to organizational challenges.
  • Payroll Error Reports: Instances where employees report payroll errors, such as incorrect deductions, overpayments, or missing bonuses.
  • Compensation Disclosure Requests: Cases related to employees requesting information about colleagues' compensation as part of transparency initiatives.
  • Payroll Tax Documentation: Instances where employees need documentation related to payroll taxes for tax filing purposes.
  • Compensation Statements: Cases involving employees receiving statements detailing their total compensation, including salary, benefits, and bonuses.
  • Market Adjustments: Instances where employees receive salary adjustments to align their pay with current market rates.
  • Compensation Communication: Cases related to communicating compensation changes, updates, and adjustments to employees.
  • Salary Equity Investigations: Instances where employees raise concerns about pay equity and request reviews of compensation practices.
  • Temporary Bonus Distribution: Cases involving distribution of one-time or temporary bonuses to acknowledge exceptional performance.
  • Salary Overpayment Recovery: Instances where employees have been overpaid and need to discuss repayment options and plans.
  • Salary Reduction Conversations: Cases related to discussing salary reductions due to organizational challenges or changes.
  • Merit Pay Increase Queries: Instances where employees inquire about the criteria and process for merit-based pay increases.
  • Annual Bonus Calculation: Cases involving calculations and inquiries about annual bonuses based on company or team performance.
  • Bonus Program Eligibility: Instances where employees inquire about eligibility criteria and requirements for participating in bonus programs.


Reward Types of HR Cases

  • Reward Inquiry: Employees can inquire about their eligibility, criteria, or status for receiving rewards or incentives.
  • Recognition Nomination: Employees can nominate themselves or colleagues for recognition programs or awards.
  • Spot Award Recommendation: Employees can recommend colleagues for on-the-spot rewards to acknowledge outstanding achievements.
  • Service Anniversary Celebration: Employees can request acknowledgment and celebration of their service milestones within the organization.
  • Reward Disbursement Issue: Employees can report issues related to delays, discrepancies, or concerns with rewards disbursement.
  • Recognition for Innovation: Employees can seek recognition for innovative ideas, solutions, or contributions.
  • Reward Redemption Assistance: Employees can request assistance with redeeming rewards or incentives earned through programs.
  • Reward Program Feedback: Employees can provide feedback on existing reward programs and suggest improvements.
  • Recognition for Extra Effort: Employees can request acknowledgment for going above and beyond in their roles.
  • Nomination for Company Awards: Employees can nominate themselves or colleagues for company-wide awards that recognize excellence.
  • Feedback on Recognition Programs: Employees can offer feedback on ongoing or proposed recognition and reward initiatives.
  • Acknowledgment for Cross-Functional Collaboration: Employees can seek recognition for effectively collaborating across different departments.
  • Reward Taxation Inquiry: Employees can inquire about tax implications related to receiving rewards or incentives.
  • Recognition for Customer Satisfaction: Employees can seek recognition for contributions to positive customer feedback and satisfaction.
  • Appreciation for Training Efforts: Employees can request acknowledgment for participating in training and professional development activities.
  • Acknowledgment for Leadership: Employees can seek acknowledgment for demonstrating leadership qualities and influencing others positively.
  • Feedback on Recognition Events: Employees can provide feedback on events or activities organized for recognition purposes.
  • Recognition for Community Involvement: Employees can request recognition for community service or volunteer efforts.
  • Reward Program Enrollment: Employees can seek assistance with enrolling in various reward and recognition programs.
  • Suggestion for New Recognition Programs: Employees can propose new recognition programs to acknowledge diverse contributions.
  • Recognition for Adaptability: Employees can seek recognition for successfully adapting to change or challenging situations.
  • Acknowledgment for Consistent Performance: Employees can request acknowledgment for maintaining high-performance levels over time.
  • Reward Redemption Process: Employees can seek guidance on the process of redeeming earned rewards or incentives.
  • Recognition for Continuous Improvement: Employees can request recognition for initiatives that led to process improvements.


Payroll HR Cases

  • Payroll Discrepancies: These are types of cases involving errors in employee compensation, such as incorrect wages, overtime, or deductions.
  • Late or Missing Pay: Instances where employees experience delays or issues with receiving their regular pay.
  • Tax Withholding Issues: Cases related to problems with employee tax withholdings, including incorrect tax amounts or filing statuses.
  • Direct Deposit Setup: Cases where employees need assistance with setting up or updating their direct deposit information.
  • Payroll Deductions: Instances where employees have questions about various deductions from their pay, such as health insurance or retirement contributions.
  • Bonus and Incentive Payments: Cases involving inquiries about bonus calculations, eligibility criteria, or delays in receiving incentive payments.
  • Wage Garnishments: Cases involving legal orders to withhold a portion of an employee's wages for purposes such as child support or debt repayment.
  • Payroll Tax Compliance: Cases related to ensuring accurate and timely payroll tax payments and filings.
  • Salary Adjustments: Instances where employees require assistance with salary adjustments due to promotions, changes in job roles, or cost-of-living increases.
  • Payroll Record Corrections: Cases involving the need to correct payroll records for inaccurate or missing information.
  • Pay Frequency Changes: Instances where employees request changes in the frequency of their pay, such as switching from bi-weekly to monthly pay.
  • Payroll Reporting: Cases involving requests for specific payroll reports or statements for financial or personal purposes.
  • Unpaid Leave Impact: Cases where employees inquire about how unpaid leave, such as maternity or medical leave, will affect their payroll.
  • Termination Pay: Instances where employees have questions about their final paycheck and other compensation upon termination.
  • Payroll Training: Cases where employees or managers need training on how to use the company's payroll system.
  • Payroll Overpayments: Instances where employees have been overpaid and need to arrange repayment to the company.
  • Payroll Software Access: Cases where employees need help accessing and navigating the payroll software or self-service portal.
  • Expense Reimbursements: Cases involving reimbursement for work-related expenses, such as travel or business-related costs.
  • Payroll Tax Forms: Instances where employees need assistance with understanding or completing payroll-related tax forms.
  • Payroll Audit Support: Cases where employees require assistance or documentation for payroll audits or reviews.
  • Payroll Statutory Compliance: Cases related to ensuring compliance with labor laws, regulations, and statutory requirements related to payroll.
  • Shift Differential Pay: Instances where employees are eligible for shift differentials and need clarification or adjustments to their pay.
  • Payroll Inquiries: Cases involving general questions or inquiries about payroll policies, procedures, or calculations.
  • Payroll Calendar Changes: Instances where there are changes in the payroll processing schedule due to holidays or other factors.
  • Severance Pay: Cases related to providing employees with severance pay or packages upon involuntary termination.

Onboarding New Hire Cases

  • New Employee Onboarding: Cases related to the overall onboarding process for new hires, including orientation, paperwork completion, and introduction to company culture.
  • Background Check and Screening: Cases involving conducting background checks, reference checks, and other pre-employment screenings for new hires.
  • Offer Letter and Contract: Cases related to preparing and sending offer letters, employment contracts, and other documentation to new employees.
  • Work Authorization and Visa: Cases involving new hires who require work authorization or visas, managing the necessary documentation and processes.
  • IT Setup and Access: Cases related to setting up new employees with IT equipment, email accounts, and access to necessary software systems.
  • Training and Development: Cases involving organizing training sessions and development programs for new employees to help them succeed in their roles.
  • Benefits Enrollment: Cases related to assisting new employees with enrolling in employee benefits programs, such as health insurance and retirement plans.
  • Uniform and Equipment Issuance: Cases involving providing uniforms, safety gear, or specialized equipment to new employees.
  • Introduction to Team and Department: Cases related to introducing new employees to their teams, departments, and key colleagues.
  • Job Role and Responsibilities Clarification: Cases involving new hires seeking clarification on their job roles, responsibilities, and performance expectations.
  • Workspace Setup and Allocation: Cases related to preparing workspaces, desks, and office supplies for new employees.
  • Company Policies and Procedures: Cases involving educating new hires about company policies, procedures, and code of conduct.
  • Probationary Period: Cases related to managing the probationary period for new employees, including evaluations and performance assessments.
  • Manager and Mentor Assignments: Cases involving assigning managers or mentors to new employees to provide guidance and support.
  • Health and Safety Orientation: Cases related to providing new employees with health and safety orientation, including emergency procedures and workplace hazards.
  • Payroll and Compensation Setup: Cases involving setting up new employees' payroll information, salary, and compensation details.
  • Employee ID and Badge: Cases involving issuing employee identification cards, badges, or access cards to new hires.
  • Social Integration and Team Building: Cases related to facilitating social integration and team-building activities for new employees.
  • Feedback and Performance Check-In: Cases involving regular check-ins and feedback sessions to gauge new employees' progress and address any concerns.
  • First Day Logistics: Cases related to coordinating logistics for new hires' first day, including parking, directions, and building access.
  • Introduction to Company Resources: Cases involving providing new employees with information about company resources, intranet portals, and employee assistance programs.

Discover how a leading mutual insurance company improved the onboarding experience with Dovetail HR Case Management software.

onboarding hr case types

Offboarding HR Cases

  • Resignation Process: Cases related to guiding employees through the resignation process, including providing necessary forms and information.
  • Exit Interviews: Instances where HR conducts exit interviews to gather feedback and insights from departing employees about their experiences.
  • Return of Company Property: Cases involving the collection of company equipment, devices, keys, badges, and any other materials issued to departing employees.
  • Final Pay and Benefits: Instances where HR ensures that departing employees receive their final paycheck, including salary, accrued vacation days, and other compensation.
  • Benefits Termination: Cases related to terminating employees' benefits coverage, including health insurance, dental plans, retirement accounts, and other benefits.
  • Knowledge Transfer: Instances where departing employees share their work-related knowledge, documents, and responsibilities with team members or successors.
  • Counseling and Support: Cases involving offering departing employees information about available counseling services, career transition support, and job placement assistance.
  • IT Access Revocation: Instances where HR disables departing employees' access to company systems, email accounts, and other IT resources.
  • Farewell Communication: Cases related to communicating the departure of employees to the team, acknowledging their contributions, and providing contact information for follow-up.
  • Legal and Compliance: Instances where HR ensures that departing employees understand and fulfill confidentiality agreements, non-compete clauses, and other legal obligations.
  • Transfer of Responsibilities: Cases involving the orderly transfer of the departing employee's tasks, projects, and responsibilities to other team members.
  • Exit Survey and Feedback: Instances where HR collects feedback from departing employees through exit surveys to identify areas for improvement within the organization.
  • Exit Clearance Process: Cases related to coordinating the various departments (IT, security, finance, etc.) to ensure all clearances and procedures are completed.
  • Notification of Relevant Parties: Instances where HR communicates the departure to relevant parties, such as clients, customers, vendors, and partners.
  • Documentation and Records: Cases involving the proper archiving and storage of departing employees' records, documents, and relevant information.
  • Adjusting Workload: Instances where HR works with the team to redistribute tasks and adjust workloads to accommodate the loss of the departing employee.
  • Employee Testimonials: Cases related to gathering testimonials or references from departing employees for potential future employers.
  • Transition Plans: Instances where HR collaborates with managers and team members to create detailed transition plans to ensure a smooth handover of tasks.
  • Internal Communication: Cases involving informing leadership, management, and relevant departments about the departure and its impact on operations.
  • Post-Departure Support: Instances where HR provides post-departure support to address any final questions or concerns that the departing employee may have.


HRIS, HRIT and HR Technology Cases

These are some of the top HRIS, HRIT and Tech case types used by Dovetail HR Case Management customers.

  • Benefit Enrollment Self Service Technical Issue: This case type deals with technical problems or issues related to the Benefits Self Service platform, which is used for benefit enrollment. It ensures that employees can effectively navigate and use the self-service system for benefits.
  • Employee Self Service Portal/Personal Details/Former Associate Address Update: This is a more specific case type within the Employee Self Service module, addressing address updates for former associates.
  • Enterprise Learning Compliance CBT Technical Issue: Similar to the previous description, this case type focuses on technical problems within compliance-based Computer-Based Training (CBT) modules in an enterprise learning environment, ensuring that compliance training runs smoothly.
  • HRIS Issues: This case type is dedicated to addressing technical problems or glitches within the HRIS system, ensuring prompt resolution and maintaining the platform's smooth operation.
  • HRIS Requests: Within this case type, employees can seek assistance or services related to various HR processes, enabling effective communication and streamlined service fulfillment.
  • MFA Login Issues: For handling cases related to multi-factor authentication login problems, ensuring secure access to the HRIS platform and safeguarding sensitive employee information.
  • HRIS HCM: A case type focused on Human Capital Management tasks, including talent acquisition, performance management, employee development, and succession planning, optimizing workforce effectiveness.
  • Data Corrections: A case type designed to address inaccuracies in employee data, enabling HR professionals to rectify and maintain precise employee records across the HRIS.
  • LinkedIn Learning: Catering to access and issues related to the LinkedIn Learning platform, empowering employees to enhance their skills through online courses.
  • LMS Tech Issues: Focuses on resolving technical issues or challenges within a Learning Management System (LMS), ensuring a seamless learning experience for users.
  • Performance Management (Annual Merit Planning): This case type facilitates the annual merit review process, aligning performance with compensation adjustments to recognize and reward achievements.
  • Manager Transactions (Status and Hours Changes): Empowers managers to initiate and manage changes to employee status and working hours, ensuring accurate record-keeping.
  • New Hire Technology: For addressing technology-related issues specifically related to new hires, ensuring that new employees have the necessary technical tools and resources for a smooth onboarding experience.
  • Change in Employee Data e.g. Start Date: This case type addresses modifications to employee records, such as start dates, addresses, bank information and maintaining accurate HR records.
  • Reporting: Generating HR-related reports to analyze workforce trends, assess performance metrics, and inform strategic decision-making.
  • Learning Portal Request: Managing requests for learning portal access, fostering employee development through skill acquisition.
  • Learning Development/Technical Support/E-Learning Issues: Handles technical challenges and inquiries related to e-learning issues within a learning and development environment.
  • Employee Self Service: For addressing a broad range of technical support issues within the Employee Self Service module of HR systems.
  • HR Systems Employee Self Service Portal/Personal Details: This case type deals with technical support issues related to accessing and updating personal details in the Employee Self Service module within HR systems.
  • Systems: This case type deals with inquiries or issues related to HRIS systems, ensuring software stability and optimal performance. Example systems might include: ADP, BambooHR, Ceridian Dayforce, Dovetail, Jobvite, Oracle HCM, PeopleSoft, Portal, SAP, SuccessFactors, Taleo, UKG, Workday, Zalaris
  • Technical Support Systems/Performance Review: For resolving technical issues related to performance reviews within the HR system performance module, ensuring smooth performance evaluation processes.
  • Employee Development: A dedicated case type for employee development initiatives, enabling individuals to plan and track their professional growth.
  • Global HRIS Integrations: Managing global integrations between HRIS platforms, ensuring seamless data exchange across international operations.
  • Other: A versatile case type for miscellaneous HRIS inquiries, tasks, or issues that do not fit into predefined categories.


Employee Relations HR Cases

  • Interpersonal Conflict: Cases involving disputes or conflicts between coworkers that require mediation and resolution.
  • Harassment Complaints: Instances where employees report instances of harassment, discrimination, or a hostile work environment.
  • Bullying Incidents: Cases involving allegations of bullying or abusive behavior in the workplace.
  • Workplace Misconduct: Cases related to breaches of company policies or code of conduct by employees.
  • Hostile Work Environment: Situations where the work environment becomes unwelcoming or uncomfortable due to various factors.
  • Whistleblower: Instances where employees report unethical behavior or violations within the organization.
  • Personality Clashes: Cases involving conflicts arising from personality differences among employees.
  • Team Dynamics Issues: Challenges arising from team dynamics, such as communication breakdowns or lack of collaboration.
  • Communication Breakdowns: Instances where miscommunication or lack of communication leads to conflicts or misunderstandings.
  • Employee Disputes: Cases involving disagreements between employees over work-related matters.
  • Peer Disagreements: Conflicts or differences of opinion among peers that require intervention.
  • Resolving Misunderstandings: Cases where employees have misinterpreted information or actions, leading to conflicts.
  • Personnel Complaints: Instances where employees complain about the behavior or actions of colleagues.
  • Conflict of Interest: Cases dealing with situations where an employee's personal interests conflict with their professional responsibilities.
  • Ethics Violations: Incidents involving breaches of ethical guidelines, integrity, or fraud.
  • Disputes Over Work Assignments: Cases related to disagreements over task allocation or project responsibilities.
  • Cultural Sensitivity Issues: Situations where cultural differences lead to conflicts or misunderstandings.
  • Misuse of Company Resources: Cases involving the inappropriate use of company assets or time.
  • Social Media Conflicts: Cases where employee interactions on social media platforms impact the workplace environment.
  • Insubordination: Instances where an employee refuses to follow instructions or disregards authority.
  • Violation of Non-Disclosure Agreements: Cases where employees breach confidentiality agreements or disclose sensitive information.
  • Sensitivity Training: Cases where employees require sensitivity training to address behavioral issues.
  • Mediation Requests: Instances where employees request a mediator to help resolve conflicts.
  • Performance-Related Disputes: Cases involving conflicts arising from performance appraisals, feedback, or evaluations.

These examples showcase the breadth of employee relations cases that HR Case Management software can effectively manage, ensuring fair and efficient resolution while maintaining a healthy work environment.

Discover how an Employee Relations team at a major soft drinks distributor deployed Employee Relations Case Management software and case types to improve the company's Employee Relations.

employee relations software


Compliance HR Cases

  • Code of Conduct Violations: Cases related to employees violating the company's code of conduct, ethics policies, or guidelines.
  • Data Privacy and Security: Instances where employees breach data privacy policies or mishandle sensitive company or customer information.
  • Workplace Harassment: Cases involving allegations of harassment, discrimination, or a hostile work environment that require investigation and resolution.
  • Whistleblower Concerns: Instances where employees report concerns about unethical or illegal activities within the organization.
  • Regulatory Compliance: Cases related to ensuring employees adhere to industry regulations, legal requirements, and compliance standards.
  • Conflicts of Interest: Instances where potential conflicts of interest arise among employees or management, requiring disclosure and resolution.
  • Employee Misconduct: Cases involving various forms of employee misconduct, such as fraud, dishonesty, or other behavior violating company policies.
  • Health and Safety Compliance: Instances where employees fail to adhere to health and safety regulations or fail to follow proper procedures.
  • Records Management: Cases related to ensuring accurate recordkeeping, document retention, and compliance with record management regulations.
  • Anti-Corruption: Instances where employees engage in bribery, corruption, or other unethical practices that violate anti-corruption policies.
  • Anti-Money Laundering: Cases involving potential money laundering activities that need to be reported and addressed in compliance with laws and regulations.
  • Environmental Compliance: Instances where employees fail to adhere to environmental regulations, leading to potential legal or environmental risks.
  • Confidentiality Breaches: Cases related to the unauthorized disclosure of confidential company information or trade secrets.
  • Intellectual Property Protection: Instances where employees violate intellectual property rights, patents, trademarks, or copyrights.
  • Healthcare Compliance: Cases involving ensuring compliance with healthcare regulations, such as HIPAA, when handling medical information.
  • Financial Compliance: Instances where employees fail to adhere to financial regulations, including reporting requirements and financial disclosure.
  • Export Control Compliance: Cases related to ensuring compliance with export control regulations for products and technology.
  • Ethics Violations: Instances where employees engage in unethical behavior, such as accepting bribes, kickbacks, or engaging in nepotism.
  • Product Safety and Quality Compliance: Cases involving violations of product safety and quality standards, leading to potential customer safety risks.
  • Labor Law Compliance: Instances where employees or the organization fail to comply with labor laws, wage and hour regulations, or employment agreements.
  • Accessibility Compliance: Cases related to ensuring that products, services, and digital platforms are accessible to individuals with disabilities.
  • Anti-Discrimination Compliance: Instances where employees experience discrimination based on protected characteristics, requiring investigation and resolution.
  • Health and Benefit Plan Compliance: Cases involving compliance with laws and regulations related to employee benefit plans, including FMLA and ADA.
  • Training and Awareness: Instances where employees require training to ensure compliance with new regulations, policies, or procedures.

These examples underline the importance of managing compliance cases effectively to ensure that organizations adhere to legal, ethical, and regulatory standards. HR Case Management software can help streamline these cases, ensuring proper documentation, investigation, and resolution while mitigating risks and maintaining compliance.

Learn more about how HR Case Management helps improve HR compliance.

Compliance HR Cases

HR Policy Case Types

  • Code of Conduct Violations: Cases related to breaches of the company's code of conduct, such as harassment, discrimination, or unethical behavior.
  • Attendance and Punctuality: Cases that involve issues related to employee attendance, such as frequent tardiness, unexcused absences, or abuse of break times.
  • Dress Code: Cases concerning violations of the company's dress code, whether it's casual or formal attire, including inappropriate or unsafe clothing.
  • Substance Abuse: Cases that deal with the use of illegal substances or alcohol in the workplace, including testing and disciplinary actions.
  • Internet and Social Media Usage: Cases related to the inappropriate or excessive use of the internet or social media platforms during work hours.
  • Confidentiality Breaches: Cases involving the unauthorized sharing or leaking of company-sensitive information.
  • Conflict of Interest: Cases that involve situations where an employee's personal interests conflict with their professional responsibilities.
  • Workplace Relationships: Cases related to relationships between employees that may affect work dynamics, such as fraternization or nepotism.
  • Health and Safety Violations: Cases concerning breaches of workplace health and safety guidelines, such as not wearing required safety equipment.
  • Employee Grievances: Cases where employees raise concerns or complaints about workplace conditions, policies, or treatment by colleagues or supervisors.
  • Data Security: Cases related to violations of the company's data security policies, such as unauthorized access to restricted files.
  • Remote Work Policy: Cases that involve issues related to remote work, such as failure to log in during work hours or not adhering to remote work guidelines.
  • Leave Policy: Cases related to the misuse or abuse of leave policies, including sick leave, maternity leave, and vacation days.
  • Performance Reviews: Cases that involve disputes or issues arising from performance evaluations, including disagreements over ratings or feedback.
  • Employee Training: Cases related to the failure to complete mandatory training programs or compliance courses within the stipulated time.

This list of HR Policy case types encompasses various workplace issues, from conduct violations to attendance problems, substance abuse concerns, and more. Managing these cases effectively is vital for a productive and compliant work environment.

Health & Well-being HR Cases

  • Health and Wellness Programs: Cases related to employees participating in company-sponsored wellness programs, such as fitness challenges or health screenings.
  • Employee Assistance Program (EAP) Cases: Cases involving employees seeking support for personal and emotional challenges, such as stress, anxiety, or family issues.
  • Mental Health Support: Cases related to employees seeking mental health resources, counseling, or accommodations to maintain their well-being.
  • Workplace Stress: Cases involving employees experiencing excessive workplace stress, requiring interventions and strategies to improve their work environment.
  • Work-Life Balance: Cases where employees are struggling to maintain a healthy balance between work and personal life, seeking flexible arrangements or guidance.
  • Fitness and Wellness Program: Cases involving employee participation in wellness initiatives, fitness programs, and health-related workshops.
  • Health Screening and Vaccination: Cases related to organizing health screenings, vaccinations, and wellness check-ups for employees.
  • Ergonomics and Workspace Improvement: Cases where employees seek ergonomic adjustments to their workspace to prevent physical discomfort and promote well-being.
  • Substance Abuse: Cases related to employees seeking assistance for substance abuse or addiction issues, connecting them with relevant resources.
  • Chronic Illness and Disability Support: Cases involving employees with chronic illnesses or disabilities seeking accommodations, support, and resources.
  • Maternity/Paternity Leave and Family Support: Cases related to employees seeking information and support for maternity, paternity, or family leave options.
  • Wellness Incentive Program: Cases involving employees participating in wellness incentive programs, earning rewards for achieving health-related goals.
  • Nutrition and Dietary Support: Cases related to providing employees with resources and guidance on nutrition, dietary needs, and healthy eating habits.
  • Health Insurance and Benefits Enrollment: Cases involving employees seeking information and assistance with health insurance options and benefits enrollment.
  • Health and Safety Training: Cases related to employees participating in health and safety training programs, ensuring their awareness of workplace hazards and precautions.
  • Smoking Cessation Support: Cases involving employees seeking resources and support to quit smoking and improve their overall health.
  • Wellness Challenges and Competitions: Cases involving employees participating in wellness challenges, step competitions, or fitness-related contests.
  • Health Education and Awareness: Cases related to providing employees with information and resources on health topics such as nutrition, exercise, stress management, and more.
  • Medical Leave of Absence: Cases involving employees requesting medical leave due to health conditions, ensuring proper documentation and support.
  • Fitness Facility Access: Cases involving employees seeking access to on-site fitness facilities or gym memberships.
  • Health and Well-being Survey: Cases related to administering surveys to gauge employee satisfaction with health and well-being programs and gather feedback for improvement.
These examples highlight the importance of managing health and well-being cases within an HR Case Management system to ensure employees' physical and mental well-being, promote a healthy work environment, and provide necessary support and resources.


Health & Safety Cases

  • Workplace Injury Reporting: Employees reporting workplace accidents, injuries, or near-miss incidents that require investigation and follow-up.
  • Safety Hazard Identification: Employees identifying safety hazards, potential risks, or unsafe conditions in the workplace.
  • Safety Equipment Request: Cases involving employees requesting personal protective equipment (PPE) or safety gear to ensure a safe working environment.
  • Safety Training Enrollment: Employees enrolling in safety training programs, workshops, or courses to enhance their awareness of workplace hazards and protocols.
  • Safety Incident Investigation: Cases related to investigating safety incidents, determining root causes, and implementing corrective actions to prevent recurrence.
  • Emergency Evacuation Drill Feedback: Employees providing feedback and insights following emergency evacuation drills or exercises.
  • Safety Violation Reporting: Employees reporting observed violations of safety protocols, procedures, or standards.
  • Safety Policy Clarification: Cases involving employees seeking clarification on company safety policies, guidelines, and procedures.
  • First Aid Request: Employees requesting first aid assistance for minor injuries or medical concerns that occur at the workplace.
  • Safety Committee Feedback: Cases involving employees sharing feedback and suggestions with the workplace safety committee.
  • Workplace Ergonomics Request: Employees requesting ergonomic assessments, adjustments, or equipment to prevent discomfort and injury.
  • Safety Inspection Follow-Up: Cases related to addressing issues identified during safety inspections and ensuring corrective actions are taken.
  • Workplace Chemical Exposure: Employees reporting potential exposure to hazardous chemicals or substances and seeking guidance.
  • Safety Incident Follow-Up: Cases involving following up with employees involved in safety incidents to ensure their well-being and recovery.
  • Safety Reporting System Issues: Employees reporting technical issues or challenges related to safety reporting systems or tools.
  • Safety Drill Participation: Cases related to acknowledging employees' participation in safety drills and exercises.
  • Emergency Response Training: Employees enrolling in emergency response training programs to be prepared for critical situations.
  • Safety Concern Escalation: Cases that require escalating safety concerns to management or relevant departments for immediate action.
  • Workplace Security Concerns: Employees reporting security concerns, such as unauthorized access or suspicious activities.
  • Health and Safety Communication: Cases involving sharing health and safety updates, reminders, or guidelines with employees.
  • Health and Safety Survey Responses: Employees providing feedback through safety-related surveys, contributing to continuous improvement.
  • Safety Compliance Reporting: Cases related to documenting compliance with safety regulations, including recordkeeping and documentation.
  • Personal Health Concerns: Employees reporting personal health issues that may impact their ability to perform their job safely.
  • Health and Safety Audit Preparation: Cases involving preparing for internal or external health and safety audits.
  • Safety Training Effectiveness: Employees providing feedback on the effectiveness of safety training programs.
  • Safety Incident Communication: Cases related to communicating safety incidents to employees, outlining actions taken and lessons learned.
  • Health and Safety Recognition: Employees recognizing and acknowledging colleagues who demonstrate exemplary commitment to health and safety.
  • Safety Manual and Guidelines Requests: Employees requesting copies of safety manuals, guidelines, or reference materials.
  • Safety Improvement Proposal: Cases involving employees submitting proposals for safety improvement initiatives or programs.
  • Health and Safety Compliance Training: Employees enrolling in training sessions to stay up-to-date with health and safety compliance requirements.
Effectively managing health and safety cases is crucial for maintaining a safe and compliant work environment. HR Case Management software helps streamline communication, incident tracking, investigation processes, and compliance documentation to ensure the well-being of employees and the organization's adherence to safety regulations.


Leave and Attendance HR Cases

  • Leave Request Submission: Employees requesting time off for vacation, sick leave, personal leave, or other reasons.
  • Leave Balance Inquiry: Employees inquiring about their available leave balances, accrued time, and usage history.
  • Leave Approval Status: Cases involving employees checking the status of their submitted leave requests and awaiting approval.
  • Leave Extension Request: Employees requesting an extension of their approved leave due to unforeseen circumstances.
  • Leave Cancellation: Cases where employees need to cancel or modify a previously approved leave request.
  • Leave Documentation Submission: Instances where employees need to submit supporting documentation for their leave request, such as medical certificates.
  • Leave Policy Clarification: Employees seeking clarification on company leave policies, eligibility criteria, and rules.
  • Leave Without Pay: Cases involving employees requesting unpaid leave due to personal reasons or circumstances.
  • Leave Eligibility Inquiry: Employees inquiring about their eligibility for specific types of leave, such as maternity leave or parental leave.
  • Leave Balance Correction: Instances where employees identify discrepancies in their leave balances and request corrections.
  • Leave Coverage Arrangements: Cases related to arranging temporary coverage for an employee's responsibilities during their leave period.
  • Sick Leave Certification: Employees seeking medical certification or documentation for sick leave requests.
  • Leave Return-to-Work Plan: Cases involving employees planning their return to work after a prolonged leave and discussing transition arrangements.
  • Leave Overlapping Requests: Instances where employees' leave requests overlap with others, requiring coordination and resolution.
  • Leave Entitlement Questions: Employees seeking information about their entitlement to different types of leave, such as paid time off, public holidays, and special leaves.
  • Leave Encashment Inquiry: Cases involving employees inquiring about the possibility of encashing unused leave days.
  • Leave Request Denial: Employees receiving notifications about their leave requests being denied and seeking further clarification.
  • Leave Quota Adjustment: Instances where employees require adjustments to their leave quotas due to role changes or promotions.
  • Leave Usage Tracking: Cases involving employees tracking their leave usage history for record-keeping purposes.
  • Leave Balance Transfer: Employees requesting the transfer of unused leave balances to the next leave cycle or fiscal year.
  • Leave Recalculation: Instances where employees' leave balances need to be recalculated due to errors or system glitches.
  • Leave Balance Notification: Cases related to notifying employees about their updated leave balances after processing.
  • Leave Policy Update: Employees seeking information about changes to company leave policies and how they might impact their leave entitlement.
  • Leave Request Resubmission: Instances where employees need to resubmit leave requests due to initial rejection or other reasons.
  • Leave Usage Report: Cases involving employees requesting reports that summarize their leave usage over a specific period.
  • Leave Credit Adjustments: Employees requiring adjustments to their leave balances based on factors like missed attendance due to business trips.
  • Leave Bank Conversion: Instances where employees are given the option to convert unused leave days into a different form of compensation.
  • Leave Return Acknowledgment: Cases related to acknowledging employees' return from leave and updating their attendance records.

Workplace Accommodation HR Cases

  • Reasonable Accommodation Request: Employees submitting requests for reasonable accommodations due to disabilities or medical conditions.
  • Accommodation Assessment: Cases involving evaluating accommodation requests to determine feasibility, impact, and appropriate measures.
  • Accommodation Documentation: Cases related to documenting the accommodation process, including communication, evaluations, and decisions.
  • Interactive Process Initiation: Cases where the interactive process for accommodation discussions is initiated between HR, the employee, and relevant parties.
  • Alternative Work Arrangements: Employees requesting flexible work hours, telecommuting, or modified schedules as a reasonable accommodation.
  • Physical Workspace Modifications: Cases involving modifying workstations, desks, or office layouts to ensure accessibility and comfort for employees.
  • Assistive Technology Requests: Employees requesting assistive technology or tools to facilitate their work tasks effectively.
  • Temporary Accommodation: Cases related to providing temporary accommodations while permanent solutions are being arranged.
  • Medical Documentation Submission: Employees submitting medical documentation to support their accommodation requests.
  • Interactive Process Facilitation: Cases involving HR facilitating discussions and negotiations between the employee and management regarding accommodations.
  • Communication of Accommodation Decisions: Cases related to communicating accommodation decisions to employees, outlining approved measures and adjustments.
  • Interactive Process Documentation: Cases involving documenting the interactive process discussions, agreements, and follow-up actions.
  • Remote Work Arrangements: Employees requesting remote work as an accommodation, with considerations for job responsibilities and feasibility.
  • Job Restructuring Requests: Employees seeking job task adjustments or role restructuring to accommodate their abilities.
  • Workplace Accessibility Improvements: Cases involving improving physical accessibility features within the workplace, such as ramps, handrails, and elevators.
  • Alternate Transportation Arrangements: Employees requesting transportation-related accommodations, such as accessible parking spaces or transportation assistance.
  • Light Duty Accommodations: Cases related to providing light-duty work assignments to employees recovering from medical conditions or injuries.
  • Sensory Accommodations: Cases involving accommodations for employees with sensory impairments, such as visual or hearing-related needs.
  • Training and Orientation Accommodations: Employees requesting accommodations during training sessions or orientations to ensure effective participation.
  • Job Task Modification: Cases involving modifying specific job tasks or responsibilities to align with employees' abilities and limitations.
  • Accommodation Follow-Up: Cases related to checking in with employees after accommodations have been implemented to ensure their effectiveness.
  • Emergency Evacuation Plans: Developing accommodation plans for employees who may need assistance during emergency evacuations.
  • Flexible Breaks and Rest Periods: Employees requesting flexible break times or rest periods to manage medical needs.
  • Communication Accessibility: Providing communication accommodations for employees with communication-related disabilities.
  • Personalized Workspace Equipment: Cases involving providing personalized equipment or tools to facilitate job tasks for employees with specific needs.
  • Accommodation Training for Managers: Providing training to managers and supervisors on how to effectively manage teams with accommodated employees.
  • Accessibility Guidelines and Training: Cases involving educating employees and management on accessibility guidelines and best practices.
  • Service Animal Accommodations: Employees requesting accommodations for service animals in the workplace.
  • Accommodation Review and Updates: Regularly reviewing and updating accommodations based on changing employee needs or job requirements.
  • Disability-Related Information Privacy: Ensuring the privacy and confidentiality of disability-related information during the accommodation process.

Managing workplace accommodation cases requires sensitivity, open communication, and compliance with legal requirements. An HR Case Management system helps streamline the accommodation process, ensuring clear documentation, effective communication, and successful implementation of accommodations to support employees' needs.


Training & Development Types of HR Cases

The Training and Development case type category encapsulates a diverse set of cases, each catering to the professional growth and skill enhancement of employees. These cases address requests for specific training programs, opportunities for career advancement, access to learning resources, and the assessment of training effectiveness. Ensuring that employees receive the support and resources they need for continuous development is essential in fostering a skilled and motivated workforce, ultimately benefiting both the individuals and the organization as a whole.
  • Training Request: Cases involving employee requests for specific training programs or courses to enhance their skills and knowledge.
  • Professional Development: Cases related to employees seeking opportunities for career growth and skill enhancement through workshops, seminars, or mentoring.
  • Learning Resources Access: Cases concerning access issues or requests for learning materials and resources, such as online courses or training materials.
  • Skill Enhancement Programs: Cases related to programs aimed at improving employees' skills and competencies, often tailored to specific job roles.
  • Training Feedback: Cases where employees provide feedback on training programs they've attended to help improve future training sessions.
  • Training Compliance: Cases focused on ensuring employees complete required training within stipulated timeframes to meet compliance and certification requirements.
  • Certification Support: Cases where employees seek support or information regarding certification programs, including study materials and exam registration.
  • Training Evaluation: Cases involving the assessment and evaluation of training effectiveness, including tracking key performance indicators.
  • Course Enrollment: Cases related to enrolling employees in specific courses or workshops to meet their development needs.
  • Learning Path Planning: Cases focused on creating individualized learning plans for employees, aligning their growth with organizational goals.

Career Development HR Cases

  • Career Path Guidance: Seeking advice on potential career paths and growth opportunities within the organization.
  • Skill Development Assistance: Requesting support for enhancing specific skills or acquiring new ones for career advancement.
  • Promotion Inquiry: Inquiring about the process and criteria for getting promoted within the organization.
  • Performance Feedback and Improvement: Seeking feedback on performance and guidance for improvement to facilitate career growth.
  • Cross-Functional Experience: Exploring opportunities for cross-functional exposure to broaden skill sets and experience.
  • Mentorship Request: Requesting mentorship or coaching for personalized career development insights.
  • Career Planning Consultation: Scheduling a consultation to discuss long-term career goals and development plans.
  • Internal Transfer Query: Inquiring about possibilities for transferring to different departments or roles.
  • Leadership Development Opportunities: Seeking information about leadership development programs and advancement paths.
  • Succession Planning Discussion: Engaging in discussions about long-term career progression and potential succession paths.
  • Individualized Development Plan: Requesting a personalized development plan aligned with career aspirations.
  • Performance Improvement Plan: Requesting assistance in creating a plan to improve performance for career advancement.
  • Promotion Eligibility Assessment: Seeking assessment of eligibility and readiness for promotion opportunities.
  • Job Rotation Inquiry: Inquiring about opportunities for job rotations to gain diverse experience.
  • Networking and Professional Growth: Requesting support for networking opportunities and professional growth.
  • Feedback on Career Goals: Seeking feedback on formulated career goals and strategies to achieve them.
  • Specialized Training Query: Inquiring about specialized training opportunities aligned with career goals.
  • High-Potential Identification: Exploring potential inclusion in high-potential employee programs.
  • Job Enrichment Discussion: Discussing options to enrich current roles to align with long-term career objectives.
  • Skill Assessment and Gap Analysis: Requesting assessment of skills and identifying areas for development.
  • Career Fair Participation: Inquiring about participation in external career fairs for exploration.
  • Continuing Education Support: Seeking resources and support for further education and skill enhancement.
  • Progress Review and Feedback: Requesting regular reviews and feedback on career development progress.
  • Long-Term Career Planning: Engaging in discussions about long-term career aspirations and strategies.
  • Promotion Interview Preparation: Requesting guidance and support for promotion interview preparation.
  • Recognition of Achievements: Notifying HR about professional accomplishments and achievements.
  • Knowledge Sharing Initiative: Proposing knowledge sharing activities for mutual growth.
  • Rotational Leadership Program Inquiry: Inquiring about enrollment in rotational leadership programs.
  • Alignment with Organizational Strategy: Seeking insights on aligning personal aspirations with organizational strategy.
  • Career Development Resources: Requesting access to career development resources and tools.

These predefined case types would assist both HR service representatives and employees in effectively categorizing their questions and concerns related to career development, streamlining the resolution process within the HR Case Management system.

Performance Management HR Cases

  • Performance Evaluation Feedback: Employees can request feedback and clarification on their performance evaluation results and ratings.
  • Performance Improvement Plan (PIP): Employees can request information and guidance regarding the development and implementation of a performance improvement plan.
  • Performance Goal Setting: Employees can seek assistance in setting clear and achievable performance goals aligned with their role and responsibilities.
  • Feedback on Performance Metrics: Employees can inquire about the metrics used to evaluate their performance and seek explanations for their assessment.
  • Performance Review Scheduling: Employees can request to schedule performance review meetings with their managers.
  • Recognition for Exceptional Performance: Employees can request acknowledgment and recognition for consistently high performance.
  • Performance Development Plan: Employees can seek guidance on creating a personalized plan for skill development and career growth.
  • Performance Appraisal Discrepancy: Employees can report discrepancies or inaccuracies in their performance appraisal results.
  • Performance Concern Discussion: Employees can initiate discussions about concerns or challenges impacting their performance.
  • Peer Feedback Incorporation: Employees can request information on how peer feedback is incorporated into their performance evaluations.
  • Performance Improvement Suggestions: Employees can provide suggestions for improving performance management processes and systems.
  • Performance Rating Appeal: Employees can request a review or appeal of their performance rating if they disagree with the assessment.
  • Career Development Based on Performance: Employees can inquire about career development opportunities tied to their performance outcomes.
  • Performance Review Documentation: Employees can request access to documentation related to their performance reviews and discussions.
  • Feedback on Performance Goals: Employees can seek feedback on their progress toward achieving performance goals.
  • Performance Rating Clarification: Employees can seek clarification on the criteria used to assign specific performance ratings.
  • Performance Benchmark Comparison: Employees can request to compare their performance against industry benchmarks or company averages.
  • Performance Metrics Alignment: Employees can seek assistance in understanding how their performance metrics align with departmental or company objectives.
  • Performance Development Resources: Employees can request resources and training opportunities to enhance their skills and performance.
  • Performance Discussion Preparation: Employees can seek guidance on how to prepare for performance discussions with their managers.
  • Performance Metrics Adjustment: Employees can request adjustments to their performance metrics to reflect changing job responsibilities.
  • Performance Recognition Plan: Employees can inquire about plans to recognize outstanding performance on a regular basis.
  • Performance Improvement Feedback: Employees can request specific feedback on areas where they need to improve their performance.
  • Performance Evaluation Process Overview: Employees can seek an overview of the entire performance evaluation process, including timelines and steps.
  • Performance Metrics Clarity: Employees can request clarity on the specific metrics and criteria used to evaluate their performance.

These case types empower employees and HR service representatives to effectively manage and enhance performance-related discussions, evaluations, and plans within the organization, ensuring transparency, fairness, and continuous improvement.

Final Thoughts on the Use of Various Types of HR Cases

In the dynamic realm of HR Case Management, understanding the diverse types of HR cases is paramount for organizations striving to excel in delivering employee services. From benefits and compensation matters to complex policy compliance issues, each case type demands its unique approach and expertise.

HR Case Management software emerges as the key enabler in this journey, streamlining workflows, improving employee experiences, and ensuring that HR teams efficiently resolve issues with precision. It empowers HR professionals to maintain meticulous records, communicate consistently, and track cases to their successful conclusion.

The utilization of HR case types offers numerous advantages, from efficient resource allocation and specialization to data-driven decision-making and process enhancements. Furthermore, it plays a pivotal role in ensuring compliance with regulations and cultivating a workplace where employee concerns are promptly addressed, thus enhancing overall job satisfaction.

As organizations strive to optimize their HR services, categorizing types of HR cases and harnessing the potential of HR Case Management software becomes not just a strategic choice but a necessity. By doing so, they position themselves to adapt to the ever-evolving HR landscape and deliver excellence in employee support, making for a more harmonious and productive workplace.

If you need assistance in understanding how best to categorize and implement types of HR cases at your organization, please do get in touch or request a demo of Dovetail HR.

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Kelly Frisby
Written by Kelly Frisby

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