Page 176 - DCOM102_DMGT101_PRINCIPLES_AND_PRACTICES_OF_MANAGEMENT

Principles and Practices of Management

Notes

Case Study Which is more Important – Recruiting or Retaining?

ptron Electronics Limited, is a pioneering and internationally reputed firm in the
Electronics industry. It is one of the largest firms in the country. It attracted
Uemployees from internationally reputed institutes and industries by offering
high salaries, perks, etc. It has advertised for the position of an Electronics Engineer
recently. Nearly 150 candidates applied for the job. Mr Sashidhar, an Electronics
Engineering Graduate from Indian Institute of Technology with 5 years working experience
in a medium-sized electronics firm, was selected from among the 130 candidates who took
tests and interview. The interview board recommended an enhancement in his salary by
5,000 more than his present salary at his request. Mr. Sashidhar was very happy to
achieve this and he was congratulated by a number of people including his previous
employer for his brilliant interview performance, and wished him good luck.
Mr. Sashidhar joined Uptron Electronics Ltd, on 21st January, 2002, with great enthusiasm.
He also found his job to be quite comfortable and a challenging one and he felt it was
highly prestigious to work with this company during the formative years of his career. He
found his superiors as well as subordinates to be friendly and cooperative. But this climate
did not live long. After one year of his service, he slowly learnt about a number of
unpleasant stories about the company, management, the superior-subordinate relations,
rate of employee turnover, especially at higher level. But he decided to stay on as he had
promised several things to the management in the interview. He wanted to please and
change the attitude of management through his diligent performance, firm commitment
and dedication. He started maximising his contributions and the management got the
impression that Mr. Sashidhar had settled down and will remain in the company.
After some time, the superiors started riding rough-shod over Mr. Sashidhar. He was
over-loaded with multifarious jobs. His freedom in deciding and executing was cut down.
He was ill-treated on a number of occasions before his subordinates. His colleagues also
started assigning their responsibilities to Mr Sashidhar. Consequently there were
imbalances in his family life, social life and organisational life. But he seemed to be calm
and contented. Management felt that Mr. Sashidhar had the potential to bear with many
more organisational responsibilities.
So the General Manager was quite surprised to see the resignation letter of Mr. Shashidhar
along with a cheque equivalent to a month's salary one fine morning on 18th January,
2004. The General Manager failed to convince Mr. Sashidhar to withdraw his resignation.
The General Manager relieved him on 25th January, 2004. The General Manager wanted to
appoint a committee to go into the matter immediately, but dropped the idea later.
Questions
1. What prevented the General Manager from appointing a committee?

2. What is wrong with the recruitment policy of the company?
3. Why did Mr. Sashidhar's resignation surprise the General Manager?

10.4 Selection

Selection is the process of evaluating the qualifications, experience, skill, knowledge, etc., of an
applicant in relation to the requirements of the job to determine his suitability for the job. The

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