staffing final (2)

8/11/2019 Staffing Final (2)

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BRIEF OF THE C SE

Four section mates (Kenya Fordham, Bill Ng, Sharon Sharalike, and

Bjorne Tuwinn who graduated from Harvard Business School decided to

meet each memorial day weekend along with their families . The

location changed each year. Everyone discussed about their personal and

professional lives. Tuwinn had a query which he wanted to discuss with

the rest 3. Bjorne had been working for 5 years in Cookie Cutter

Consultants (CCC). The query was about the policies of recruitment and

promotions in CCC. Then they all sat and discussed the type of staffingdone in the organization. They also discussed various problems related

to staffing and promotion. They analyzed the problems like overworked

and underworked staff and tried to find out a solutions to it. They

discussed various aspects and also prepared a spreadsheet whichcontained all data of the company.

The company CCC was unable to make long term demand analysis of

future so the HRM department could not predict the manpower required

for the same. This case deals with the proper allocation of all manpower

in CCC. The demand is to be forecasted and underutilization or

overutilization of labor must not be done. The employees must not feelthey are overworked.


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SWOT N LYSIS

STRENGHTS:1.CCC recruits internally which motivates the employees

2.Uporout policy at associate level.

WEAKNESSES:

1.Long term estimate of demand is not possible

2.

The time period for promotion is too high

3.

New talent is not allowed as internal recruitment takes place.

4.Up-or-out policy is de motivation for the employees.

OPPOURTUNITY:

1.If promotion prospect is increased then employees will be more

interested to work in the company.

2.

Lateral recruitment should also take place at the manager and

partner levels.

THREATS:

1.

Partners are feeling over-stretched which may de-motivate them to

work for the company


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LTERN TIVE SOLUTIONS

1.The company should reduce the time period for promotion

from manager to partner and that from associate to manager

can remain same.

2.

Promotion prospect should be about 75%

3.The company should think to recruit laterally also along with

promotions at manager and partner levels.

4.2 managers can be promoted and 8 can be demoted as there are

excess managers.


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BEST SOLUTIONS

The company must go for all the above alternatives and then the staffing

process can be at its best.

IMPLEMENT TION PL N

Bjorne must consider various factors while staffing process she must see

the satisfaction of all employees in the process and give them a chanceto keep their point also if they have any.

Bjorne should have an estimate of demand and staff accordingly.

Overstaffing once done can prove very dangerous for the firm. Staffingat all levels must be optimum.

staffing final (2)

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