Based on the "Billy Beane: Changing the Game" case, explain how and why the Oakland A's economic situation after 1995 shaped its:
b)Staffing (recruiting, selection, and retention strategies) strategies
c)Training and development strategies
2. Explain how the compensation, staffing, and training strategies were aligned or integrated with each other to create an overall HR strategy for the Oakland A's organization.
Are there potential problems with the HR strategies adopted by the Oakland A's?
Billy Beane: Changing the Game
by Michael A. Roberto
a) Compensation strategies
In the world of major league baseball, Oaklands A's defied the laws of baseball economics. The team spent only $34 million (the 2nd lowest payroll) had won 102 games and lost only 60 in 2001. On top of this, they finished first in their division and made the playoffs.
Major baseball teams would hire high school players than college players. This made high school players costly. Oaklands A's strategy is to hire College players to save on resources. They argued that college players have already gained substantial exposure and competition.
Beane would recruit new drafts and sign them for less than the going rate.
Because of budget constraints, Oaklands A's had to trade its top pitchers in exchange with the younger, much less expensive pitchers to try to remain within budget.
Another interesting case for Oaklands A's is the recruitment of Scott Hatteberg. Hatteberg played six years with the Boston Red Sox. He got injured and lacked the prowess in throwing the ball effectively. He was, according to Boston Red Sox, a lame player and did not sign him up again. With this, Hattenberg's monetary value diminished and that is why Oaklands A's recruited him at a much lower ...
This is a case analysis of Billy Beane's secrets to managing teams with the use of sabermetrics technology to assess the market value of baseball players.