Recruitment of a Star

Group AA1Recruitment of a StarCase Analysis

Section 6

RSH, an investment banking firm is in urgent need to fill its star analysts position, which has been vacated by Mr. Peter. The companys exit and compensation policies and training and knowledge sharing strategy needs to be reworked on.

Problem statementHow can RSH fill the vacancy created after RSHs only star semiconductor analyst Peter Thompsons resignation?External AnalysisFactorsFactors Impact on the solving the problem

PoliticalTrade liberalization in connection with APAC

EconomicIncreasing prices of fuel and commodities in the international market leading to higher production costsChina experiencing a boom in its economyMore jobs being opened up; Lesser skilled workforce available in the market; costlier workforce

SocialNationalism could affect attitudes towards foreign made products and foreign owned companiesUnique educational system in every country causing difficulty in standardizing the educational qualification required for each jobNeed to promise the new employees and existing employees like Rina of a better career prospects

TechnologicalEase in communication due to development in Information Technology Fast evolving technology in the mechanical parts industry demanding employees to stay regularly updated Increase in demand of skilled workforce means difficulty in head-hunting

CulturalThe common recruiting system must comply with the rules and regulations of each country. For example, in Asia references indicate only a candidates previous function and duration of employment according to common employment lawNeed to hire employees from local areas

LegalLarge scale differences in Oriental and western culture; for example, the way in which people respond to the degree of power distance vary with respect to their culturePeople are more comfortable in their vernacular languages creating a language barrier among themselves

Internal AnalysisStrengthWeakness

Diversity in the organization Decisive leadership

Cultural conflicts Lack of trust among employees Lack of Job security Managers Inability to understand cultural nuances Non-standardized Dependence on external consulting firms for conducting individual assessment tests Low participation of middle and lower management in decision making

OpportunitiesThreats

Build a team with sufficient back up planning Better economic prospects Scarcity of human resources Increased employee retaining costs

Factors in the case1. Overdependence on Star employees2. Collaborative work culture3. Team work4. Training and Knowledge sharing policies5. Better monitoring of employee compensation6. Need for a formal Exit policies Looking at the above listed factors on which the case revolves around, we can recognize that the problem of the case is centered upon Employee retaining factors like better training and knowledge sharing policies, monitoring of employee compensation, and need for formal exit policies from the company. 1. Employee Training: This is a very important factor since this determines the backup and knowledge sharing across different levels of employees. This also asks for proper documentation of work processes.2. Employee Compensation: Had the compensation of Mr. Peter been monitored in a prudent way, he may not have left the company. This is very important to maintain parity with the work and benefits that an employee gets3. Formal Exit policies: Lack of formal exit policies leads to vulnerability of the teams work processes at times of sudden employee resignation as it happened this case. Sufficient notice period would help the company to train the juniors or replacements ahead of a key resource separating from the company.Constraints Cost of selection and implementation: has to be low Time constraint: Rina is relatively inexperienced and cannot handle the team for a long time. With these as constraints, the candidate who is going to be the replacement of Mr Peter must have following skills: Adaptability Team working skills Networking skills Willingness to travel Client-oriented Cost Industry Knowledge Good writers

Possible options:Stephen Connor has got four candidates of whom one can be chosen to fit in Peters position. So the options available to Connor are choosing one among the four candidates or promote Rina and train her to take on the responsibility. RecommendationsIn choosing one among the candidates, we found that Seth Horkum is better suited for the post since he has good networking skills. He is also committed and hard working and has given brilliant reports in the past. He also seems to have a high client orientation. This would assure the company to maintain the client trust.Thinking long term, the company has to come up with a better knowledge sharing mechanisms and better employee policies. Along with formal exit policies, the company has to choose between the following options1. Maintain status quo2. Establish a knowledge pool through which the company could train other employeesAlternative 2 seems to be a feasible one to go ahead since the company needs to equip itself to face many employee separation situations in the future. This means the company can establish a training center inside the company with availability of work related educational resources and star employees s regular works could be shared by their subordinates. The star analysts and experts will act as trainers, besides their regular work. Hence, this alternative allows company to stay in guard of the knowledge bank that is established inside the company.

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