Page 179 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes
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Case Study Together no More

ome of your key employees recently resigned. As per your system you conduct an
exit interview before you formally release anyone, who submits resignation. In all
Sthe cases, employees have assigned the reason for leaving as 'purely on personal
grounds'. You have collected the personal data of all the employees from your HRIS.
Personal inventory details indicate, employees are having the following biographical
characteristics:

(i) Age-group - 25 to 35
(ii) Job Experience - 3 to 8 years
(iii) Nature of job - Marketing, HR, Information Technology

(iv) Qualifications - Graduate and above
(v) Hierarchical level - Asstt. Manager and above.
Further checking of performance records indicate, all these employees have consistently
achieved their targets as per their KRAs for the last three years.
You are also given the following additional inputs about the organisation:
(i) The company follows a well defined structured compensation plan for the employees,
which, inter alia, follows a graduated time scale with provision for yearly increments
within the scale. Even though compensation plan provides for extra increment for
good performers, the company, to ensure principles of equity, dissuades from such
practices, as in the past they had a problem with employees, for giving discretionary
increments to some good performers. The company's compensation plan is integrated
with their promotion policy. Any employee who successfully completes his tenure
of five years in a scale with at least 80 per cent achievement of their KRAs is
automatically promoted to the next scale, with suitable change in the job title.
(ii) The promotion policy of the company is also well defined, giving weightage to
merit and seniority. Promotion always succeeds transfer and relocation, as the
company has its units in different parts of the country. However, the company
ensures that transfer and relocation should not prejudice the interests of the
employees, at least in the material sense.
(iii) The company maintains an excellent culture of mutual trust and confidence with
empowerment, total participation and complete freedom and functional autonomy.
Some of its HR values are as under:
(i) Reward and recognise employees for taking risks and demonstrating creativity in
support of organisational objectives.
(ii) Adopt and maintain a set of tenure, promotion and salary enhancement to recognise
and reward those who meet and exceed the expectations.
(iii) Provide competitive compensation package to attract and retain talent.

(iv) Maintain an environment to promote teamwork, trust and transparency. The
company was awarded twice by the National HRD Network for best HR practices.
Identify the issues that are likely to come up during the exit interview. Try to list out
the possible feedback of the employees who are resigning.

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