TEAM - B

1. Vivek Singh2. Abhishek Gupta3. Barsha Tewari4. Debasmita Lahiri5. Tanumoy Dhar6. Prasun Dey7. Chandranath

Chatterjee8. Sheikh Raunak Mondal

TOGETHER WE CAN MAKE A DIFFERENCE……

TITLE OF THE CASE STUDYRECRUITMENT DILEMMA

INTRODUCTION

• MEANING OF THE TERMS:• Recruitment: Means “adding of new members

in an organization”.• Dilemma: Means “Situation in which one has

to choose between two things, courses of action etc. that are either unfavorable or undesirable”.

IMPLICATIONS OF THE TWO TERMS IN CONTEXT TO THE CASE STUDY

• By the topic “RECRUITMENT DILEMMA” we mean that the problem faced by the HR department and the respective department heads while selecting or recruiting new candidates for their organization.

• From this case study we will try to focus mainly on the problems faced by a young corporate Regional Head while recruiting an eligible person for CRM who is quiet aged and experienced.

ABOUT THE COMPANY

A French multi-national in the service industry.

Newly established.

Increasing business over years.

80% of the business is coming from repeated clients.

“Age is an issue of mind over matter.

If you don’t mind, then it doesn’t matter”

- Mark Twain

CASE FACTS• The main character in the given case study is Shreya.• She is the young, energetic and charismatic MBA graduate from one of the

premier B-schools working as a Regional Head in one of the reputed MNC.• Star performer, Kalpana (Area Manager – Client Relations) has resigned in

between, as she has recently become a mother & is unable to balance her job & family.

• The manager – customer relation which is of paramount importance in service organisation is missing.

• Since two months the position is vacant because of no suitable candidate found, so the business is getting affected & the pressure to filling up the position is coming up from the top.

• There has been no increase in business or its market in her business region.• The top management wanted her immediately to fill in the vacant position.• One of the members of the top management Mr. Alok Sharma wants Shreya to

recruit Mr. Anant Ghanshyam, who is quiet aged & willing to join. This is when the dilemma starts.

• Anant Ghanshyam a possible candidate is 42 yrs old, but everybody in the organisation on average is 27 years.

POSITIVE ASPECT OF ANANT GHANSHYAM

• Experienced person with more practical knowledge.

• Familiar with the system & policies of the organization as he used to work their earlier.

• As National Sales Head of the concerned organization Mr. Alok Sharma, has referred him, Anant’s credibility cannot be doubted.

• Since he is desperate in getting the job he will put his best of knowledge and experience to prove his capability.

NEGATIVE ASPECT OF ANANT GHANSHYAM

• Might show his seniority by poking his nose in every step taken by Shreya regarding any issue.

• As a matter of respect Shreya might feel awkward to rectify Anant’s mistakes regarding any work assigned to him.

• Anant’s efficiency level may have decreased because of his increased age.

• May not be aware of the latest database soft wares used today in corporate houses. Due to his lack of technological knowledge.

• As a matter of fact the management of the concerned company should think twice before recruiting Mr. Anant Ghanshyam by analyzing all the positive and negative aspects.

• Efforts should be made to find out why Anant is desperate to join the company again. It may be because Anant has problems with the present company. But another serious situation can also be the reason of corporate jealousy, it may be that Anant is purposely sent back to his earlier organization by his new company in order to act as a spy and supply all the vital informations to the management of its new company.

SHREYA’S PERCEPTIONS REGARDING THE SELECTION OF ANANT

• The ‘young vs. old employee’ is a vintage debate. All parties are correct in their points of view and justification, depending on the current situation and circumstances.

• In the given case study, the organization seems to be newly established, the average age of the employees is on the lower side, the departments are headed by young and talented professionals, and being in the service sector, the organization is growing very fast.

• Shreya, being young, dynamic, result-oriented and highly enthusiastic, has advanced to the position of Regional Head in no time. It is her right to select her team as she is accountable for its performance. She has been working with young team members and is indeed comfortable handling young professionals.

• Due to the fear of losing business, the National Sales Head, Alok Sharma, was pushing an ex-employee, who he considered was the ideal person for the position. Alok is more concerned about the organisation, since the shortage of manpower may affect the business.

DECISIONS TAKEN IN A MANAGERIAL POINT OF VIEW

• ‘Right man at the right job’ is the recruiting policy.• Shreya is only thinking about Anant’s age and not on the qualities

and knowledge that he may have. • The major question that arises is whether or not she can afford to

wait for some more months to search for someone new (and young, not only in age but in experience also), who can understand the scope and start producing the results. And even here, there is no surety.

• One day Shreya will realize that she has got someone more mature in her team and Anant may become her confidant (give as a responsibility) because of his experience and maturity in taking up future challenges for positive results.

• Being assertive rather than aggressive is an important criteria.

• We must remember Franklin D. Roosevelt’s words, “We cannot always build the future for our youth, but we can build our youth for the future.” Thus, having an appropriate blend of young and experienced employees will always be beneficial for any organisation as the former exhibit a great deal of enthusiasm and have a relatively short-term view of their jobs, while the latter are more focused on long-term goals and generally believe in their qualities of patience, caution and establishing long-term working relationships.

NEGATIVE ATTITUDE TOWARDS ANANT

• She is forgetting that nobody likes their bosses losing their temper on them, especially the younger ones, and that too in front of others. At least this should never be a criteria for her decision making.

• It is not only the expertise but also the experience that matters. It plays a critical role, not only for achieving the best results, but also in motivating, guiding, coaching, counseling and mentoring other team members to achieve success. For example in the movie “Kante” Big B was leading the team for the robbery. Even our Prime Minister is aged, but still he was selected by Congress rather than Rahul Gandhi who is a youth icon for Indian politics.

• Shreya should not say no to Anant only because she ‘thinks’ that he will not be able to mix with the young lot. It has rightly been said that age is in the mind and is just a number. It is no bar.

• Next step taken by Shreya should be to have a meeting with Anant, done with an open mind to check whether or not he is a suitable candidate for the ‘job’ and not for ‘her’ style of working.

SECOND ALTERNATE INITIATIVE BY SHREYA IN CONSULTATION WITH THE MANAGEMENT OF THE

COMPANY• The given case is a very interesting story that

Compares the gap between Generation ‘(E)X’ and Generation ‘Y(oung)’ and their divergent work styles in the contemporary corporate world.

• It would be prudent to give a chance to Anant Ghanshyam who had worked with them earlier and was quite familiar with the systems.

• In today’s highly competitive environment, the right talent is still in demand. After all, talent and competencies are what help differentiate between companies.

• From the top management perspective, it is clear that by recruiting Anant again, they can not only find a replacement for Kalpana, but also get reasonable assistance from him for the Regional Head in venturing into new territories, because of his extensive knowledge about the prevailing system.

• Another cardinal fact one cannot overlook is that Shreya would be handling an elderly employee, Anant, who would need to report to and assist her. The top management must obviously be clear that to build Gen Next, one has to develop Gen Y, and for doing so, Gen (E)X plays a decisive role.

WHAT SHOULD SHREYA’S NEXT STEP

BE?

• She should call her for an interview & try to find out about him & his ability.

• Mr. Anant Ghanshyam should be recruited on a contractual basis for the period of 1 year.

• On the basis of Anant’s performance during the allotted time period the Management of the Company should take future decisions.

• By this initiative even Shreya can make out whether Anant is having the Team Spirit to work with people who are quiet younger to him or not.

Conclusion

• As the post is vaccant for 2 months & the company is mainly based on public relation, so there is always been a threat.

• Shreya should appoint Anant for the post on contractual basis.

• Simultaneously she may appoint another young person.

THANK YOU