163405478 case-analysis-of-nitish-solutions-unlimited
- 1. Case Analysis on Nitish @ Solutions Unlimited
- 2. Introduction •Nitish @ Solutions Unlimited is a case about a young MBA graduate who changed his job to an organization at the recommendation of his friend and his spouse which began a series of events that led to a high degree of job dissatisfaction •The entire case is based on the interpersonal problems between Nitish and Meena, which led to increasing dissatisfaction of Nitish with the company.
- 4. Solution Unlimited – Structure Managing Director Mr. Manish Chawla Director Marketing Mr. Kapoor Associate Direct Marketing Mr. Khurana Consultant 1-4 Arvind, Vidya & Nitish Developer 1-4 Director Human Resources (Vacant) Associate Director HR (vacant) Director Finance (vacant) Associate Director Finance Ms. Madhumita Operations Officer (level 1- 4) Meena Assistant Operations Officer (level 1- 4) Venkat Director Operation Mr. Alagu
- 5. Situational Analysis Recruitment policy @ Solutions Unlimited: 1. Internal Job Posting 2. Employee Referals Characterization- Nitish: 1. Internal locus of control 2. Type B personality 3. Rational and practical thinker 4. Keen learner and a seeker of positive opportunities Charachterization- Meena: 1.High on Neuroticism 2. Lacked Emotional Intelligence 3. Suffered from Primacy Effect & Halo Effect 4. Misuse of Legitimate Power 5. Not open to negative feedback
- 6. ORGANIZATIONAL ISSUES Structural deficiencies: Lack of proper structure and no clearly defined hierarchy. Roles and responsibilities not clearly defined Dissatisfaction and conflict among employees Lack of proper feedback and review mechanism in the organization. No conflict resolution mechanism in place to reduce and efficiently resolve the various employee issues Strong communication gap within employees at all levels. Absence of regulated policies, procedures and systems within the organization.
- 7. HR ISSUES The scope of the recruitment process was narrow and limited, especially for a start-up firm. No formal communicatio n or offer letter detailing him the company policies and compensations . Lack of proper training to HR staff Less stress on professional HR practices: No formal HR departm ent in place. Lack of motivation on the part of organizatio n
- 8. Problem Statement • Short Term Nitish, a highly promising recruit, is finding it difficult to perform well in his job and is losing motivation due to certain hygiene factors. Also , existing interpersonal, role and goal conflicts have reduced organizational commitment and job satisfaction. • Long Term Due to the structural deficiencies and lack of proper processes within the company, Solutions Unlimited faces the risk of increasing attrition of its key employees , reduction of Organization citizenship behavior , loss of morale , Lack of strategic fit between the new recruits and the existing organization value system leading to formation of sub cultures within an organic cultured organization.
- 9. Options By building organizational commitment and Citizenship Behavior: Before transformation, the co should have proper organization structure with clear role demarcation. Improve on synchronization and communication between different departments in the company. Internal reference policy: Have clear recruitment practices Inculcate personality development programs to improve the interpersonal skills and incorporate good organizational behavior among co-workers. Develop and Implement Personality and Psychometric Testing for all the employees in the organization.
- 10. Options Incorporating 360 degree feedback at regular intervals for all the employees. Create a proper HR Department in place. Institutionalize proper channel for resolving employee related issues. Ensure and create a suitable process of Succession Planning within the Organization especially for critical managerial positions. Create an efficient and transparent communication process. Alignment of Individual and Team goals.
- 11. Professional and personal growth matrix Employee engagement and retention Healthy and committed culture Systematic implementation of systems and practices CRITERIA
- 12. Evaluation of Options Proper Organisational Structure Clear guidelines on how to proceed Binds members together Clear goal demarcation Organisational Commitment and Citizenship Distributive justice and support to employees Sharing the values and employee involvement Trust, Faith, Openness and organisational comprehension
- 13. Succession Planning Increases availability of experienced and capable employees Replacement Planning to fill key business leadership positions Recruitment Process Widen sources; external (employment exchanges, placement agencies, outsourcing, educational institutes) Proper recruitment policies to be devised and implemented
- 14. 360 degree Communication Encourage participation of all and make HR decisions more qualitative More acceptable than traditional feedback approaches More impartial and objective Alignment of Goals Improves and accelerates operational execution Improves retention and increases employee morale
- 15. Conflict Resolution Mechanism Faster solutions Healthy work environment Active communication between trusted members Personality Development Program Improve interpersonal skills Incorporate good organisational behaviour among co-workers
- 16. HR Forum Conflict Resolution Mechanism Grievance Resolution Mechanism Roles, Accountabilities, Measures and Skills Open Door Policy RECOMMENDATIONS
- 17. Behavioural Training Program Wider Channels of Recruitment Defined HR Policies Informal Meetings Vision and Mission Statement
- 18. Action Plan Define organizatio n structure Standard Operating Procedures Regulation Policies Training and Developme nt Program Performanc e appraisal and feedback system