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Human Resource Managenent: Paper Code: 301 3nd Term Individual Assignment Case Study-Recruitment

The document is a case study about the recruitment and resignation of Mr. Sashidhar from Uptron Electronics. It analyzes why he resigned after just one year despite being a good employee. The General Manager was surprised by his resignation because Sashidhar had never complained about issues before. The case highlights problems with the company's recruitment policy and superior-subordinate relationships that led to high employee turnover. Retaining good employees is more important than just recruiting them.

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80 views5 pages

Human Resource Managenent: Paper Code: 301 3nd Term Individual Assignment Case Study-Recruitment

The document is a case study about the recruitment and resignation of Mr. Sashidhar from Uptron Electronics. It analyzes why he resigned after just one year despite being a good employee. The General Manager was surprised by his resignation because Sashidhar had never complained about issues before. The case highlights problems with the company's recruitment policy and superior-subordinate relationships that led to high employee turnover. Retaining good employees is more important than just recruiting them.

Uploaded by

CAO AGRI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HUMAN RESOURCE MANAGENENT

Paper Code: 301


3nd Term Individual Assignment
CASE STUDY- RECRUITMENT

Mentor:

Dr .Jaya Bhalla

Submitted by:
S.V.N.Kalyani
PGDM (FM) 2019-21
M192127
NIFM, Faridabad
Introduction:

Uptron Electronics is a reputed firm in the electronics industry. They


recruited an employee named Mr. Sashidhar as an Electronics Engineer. He was an
Electronics Engineer Graduate from IIT with 5 years of work experience. He was very
comfortable and excited about his work. He also found his seniors and subordinates co-
operative and friendly. But after a year, he learnt about high employee turnover rate and
poor superior subordinate relationship. But he was sure that he will change the attitude
of the management towards him with his diligent performance
.
But later superiors started ill-treating him before his
subordinates. He was overloaded with multifarious jobs. His freedom in deciding and
executing was cut down. Management supposed that Sashidar was capable of doing
more work and overloaded him
.
Consequently one day he resigned from his job along with a cheque
equivalent to his one month’s salary. The General Manager was surprised to see this
and tried to convince him to withdraw his resignation but in vain. So he finally accepted
the resignation of Mr. Sashidhar.

Question1: What prevented the General Manager from appointing a


committee?

Answer1:
General Manager initially wanted to appoint a committee but dropped
the idea later.

This may be because of following reasons:

He knew that this was due to the company’s fault. The company already had high
turnover rate with little co-ordination between superiors and subordinates. Thus
he didn’t see any point in discussing this matter further.

Another reason could be that he did not want to lose the employees who were
behind this resignation. As they must had been working in the organization
for past many years.
Moreover the management was involved in the ill-treatment. And he might
also be a part of this. Thus calling a committee would create a problem for him
too, so he dropped the idea.

Question 2: What was wrong with the recruitment policy of


the company?

Answer 2:

The following factors should be taken into consideration


in formulating recruitment policy.

They are:-

Government policies
Personnel policies of other competing
organizations Organization’s personnel
policies
Recruitment
sources
Recruitment
needs
Recruitment
cost
Selection criteria and preference

Company all in all had a sound recruitment policy. Adequate


screening was done initially. That’s why 130 people were called for interview out of
150 applicants. Then testing & interviewing process filtered out the skilled and non-
skilled applicants. Mr. Sashidhar was then recruited after the rigorous and
transparent selection procedure.
But the following were the issues with company’s recruitment
policy:

As per the case, we found that the companies' policies were mainly
biased towards hiring of employees from internationally reputed
institutes and industries by offering them high salaries and perks, etc.

The company recruited Mr Sashidhar, on an incremental salary at his


request. They should have done it at their own discretion rather
than going by what employee wants.

They should have provided an orientation period before recruiting the


employee so that compatibility issues don’t arise.

Personality test could have been conducted to know the ability of the
employee to adjust with existing work culture.

Employee’s expectations from the organization should have been


taken into consideration.

In today’s rapidly changing business environment, a well-defined recruitment


policy is necessary for organizations to respond to its human resource
requirements in time.

Question 3: Why did Mr. Sashidhar’s resignation surprise the


General Manager?

Answer 3:
General Manager was surprised because:
Sashidhar never came up with any issue. General Manager must have
been thinking that if Sashidhar was facing any problem, he should have
come and complaint first.

Company policy states that employee serve a notice period before


resigning. But Sashidhar directly came up with resignation foregoing his
one month salary which surprised General Manager.

The diligent performance, firm commitment and dedication of Sashidhar


must have indicated General Manager that any such inconvenience
wouldn’t be faced by him. Thus upon seeing the resignation, he got the
reason that he has been ill-treated too and was surprised as he did not
expect that Sashidhar would have been facing similar problems in the
company.

Also Sashidhar was a calm and contented kind of a person which


assured the management that in any case he would be able to survive
in the company under any circumstances. They thought him potential
enough to bear such organizational responsibilities.

Analysis:

Thus, from this case study it is clear that retaining is much more
important than recruiting. What’s the use and benefits of recruiting
quality employees if they cannot be retained by the organization in a proper
manner. The purpose of recruitment is fulfilled when the employees
selected from a pool of qualified applicants are retained in the company by
keeping them satisfied in all aspects. They must be provided with better
working conditions, better pay scales, incentives, recognition, promotion,
bonus, flexible working hours, etc. They should treat the employees as
co-owners and partners of the company.

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