recruitment of a star
DESCRIPTION
Human Resource Management CaseTRANSCRIPT
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Case Analysis:
Recruitment of a Star
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PROBLEM STATEMENT
To recruit a suitable replacement for RSH’s star analyst Peter Thompson
PESTC Analysis
Political – Nil
Economic:-
Increased shuffling of jobs.
Social:-
The environment required rigid competencies, high stamina, great communication skills,
and frequent client interaction.
The industry average retirement age was approximately 45 to 50.
Technological:-
Intensive use of technologies in research.
Due to high competition, staying updated with latest technology provided the edge for
firms against its competitors.
Many analysts were expected to provide prompt response to clients’ needs and come up
with latest financial instruments benefitting both company and clients.
SWOT of RSH:
Strengths:-
1. Work culture- Many analyst and industry experts believed that RSH work culture was
one of the main competitive advantages. This is so as the company gave space to its
analysts to work and allowed and encouraged team work. This ensured the employees felt
secured about their job thereby addressing the employees need for safety and social
needs.
2. Working in team helped to co-ordinate and achieve more. The employees felt that being
part of a team served them well. The company hence satisfied their need for affiliation.
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3. The interpersonal relations among employees were good and ensured harmony among
them.
4. With seniors helping juniors learn about the industry the work culture was informal and
the development process addressed employees need for achievement and self-
actualization.
5. Both the company and the employees believed that the quality of the research and success
of the department depended on team work. The employees displayed OCB and there was
a high employee engagement. This ensured that the productivity of the department was
high and also the employee turnover was low.
6. The awards at RSH were on performance of individual and team’s performance. Hence
the employees experienced equity at RSH. This led to loyalty of employees towards the
company.
Weaknesses:-
1. They don’t have any back up options for their semi-conductor senior analyst. As the
employee turnover is low the company takes long time to fill the vacant position.
2. Being a big firm and to avoid attention of other companies towards a vacant position they
have to rely on third party recruiters. This is time consuming.
3. The company finds it difficult to find people who can match the talent requirement and
also fit into company’s team culture.
Opportunity:-
1. Upcoming deal with Power Chip Company
Threats:-
1. Rival companies poaching talent pool of RSH.
2. Heavy dependence on one analyst for the semi-conductor.
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SWOT for Peter:-
Strengths:-
1. High analytical skills and a sharp mind for stocks.
2. Go getter, dependable to assign work.
3. Proactive. Took lead in taking projects.
4. Star performer both with clients and at II.
5. Attracted many clients owing to his intelligence.
Weaknesses:-
1. Lone worker. Other team members grew uncomfortable working with him.
2. Very competitive nature that made team members feeling unsecured in his presence.
Threats:-
1. Peter’s departure from the firm might cause RSH to lose some customers.
2. With a big deal coming up with Power Chip Company, loosing Peter at this time can
harm the prospects of the deal.
3. The market being very competitive will try to lure other analysts and assistants from RSH
causing further problems for RSH.
Factors:-
Ability to build relations with Sales force, traders and buy side Willingness to work in teams and guide junior analysts Access to upper management in companies Achieving, go getting attitude Analytical Skills Communication skills Industry knowledge Institutional Investor rankings Writing of reports
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Client oriented service (accessibility and responsiveness) Stock selection Industry connections
Critical Factors:-
Ability to build relations with Sales force, traders and buy side Willingness to work in teams and guide junior analysts Access to upper management in companies Industry knowledge Institutional Investor rankings Client oriented service (accessibility and responsiveness) Writing of reports Stock selection Industry connections
Constraints – Company cannot commit to give anyone fixed salary as Semi conductor industry is a very volatile industry. It experiences different amount of growth year by year.
SWOT of Individual candidates:-
David Hughes
STRENGTHS WEAKNESSES
Celebrity in Wall Street
Ranked 1st four times, 2nd five times
and 3rd or runner-up for six times
Vast industry knowledge and rare
interpersonal skills
Close relations with client
Team player and excellent mentor
Growing old
Unable to fully use technology
Relies heavily on assistants
OPPORTUNITIES THREATS
Expand the client base on his
reputation
Better guidance of junior members in
the firm
Change of his personal priorities
Might retire soon
Lacks stamina to do work
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Takes the work as a new challenge
which can get the best out of him
Gerald Baum
STRENGTHS WEAKNESSES
Highly enthusiastic in semiconductor
industry
Ranked 11th within 18 months of
joining as per II.
Exceptional work and client service
Great skill set as what industry needs
Maintains active travel schedules and
replies promptly
Changed companies before landing at
Gotz and Loeb
Negative attitude towards employer
and co-workers.
Mistreats his subordinates
Compensation as reward and source
of motivation
OPPORTUNITIES THREATS
Already a star and expected to rise in
ratings in future.
Enjoys working at large institutions,
hence can leverage the resources
provided by the company.
Will switch company if paid higher
Spoil the existing team building
process
Less respect for organization culture.
Sonia Meetha
STRENGTHS WEAKNESSES
Recognized as “up-and-comer” by II
Technical and sales background
Excellent writer
Emphasizes on global markets
Dedicated towards career
More emphasis on culture which is a
key feature of RSH
Worked for a small company (WSH)
Needs lot of flexibility
Not willing to travel
OPPORTUNITIES THREATS
High potential to become high ranked May not be able to cope up with fast
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Can get many clients with her
connections
track work
Changes her priority to parenthood
Seth Horkum
STRENGTHS WEAKNESSES
Rated as runner up in II
Close contact with Buy side
Loyal to firm
Experienced in networking with sales
and trading.
Dedication towards work
Highly confident to grow up in
rankings
Needs to improve on report writing
Got ranked for the first time
OPPORTUNITIES THREATS
Right platform to achieve star status
in II.
Makes maximum use of resources
available at the firm
Could be misused
Could be attracted other firms
Reena Shea
STRENGTHS WEAKNESSES
Good technological expertise
Well versed with organization culture
Continuous improvement
demonstrated in work
Relies on senior analyst in technology
group
Introvert and less assertive
Not recognised by II
OPPORTUNITIES THREATS
Fast adaptability to changing
atmosphere.
Growing experience in industry.
Mistake prone
Higher management not willing to
accept her as a replacement.
Analysis of Critical Factors:-
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Critical Factor Gerald Baum David Hughes
Sonia Meetha Seth Horkum
Reena Shea
Ability to build relations with Sales force, traders and buy side
Moderate
High (regarded as star in industry, which makes this easy)
Moderate High Moderate
Willingness to work in teams and guide junior analysts
Low Moderate High Moderate High
Access to upper management in
companiesLow High Low Moderate
Moderate (as higher mgmt. did not want her to be Senior Analyst but she had good rapport with middle mgmt.)
Industry knowledge
High Very High Moderate Moderate High
Institutional Investor rankings
Low High Moderate Moderate Low
Client orientation (sales skills, willingness to travel, accessibility)
Low ModerateModerate (Not willing to travel)
Very High
Moderate
Writing of Reports
High High Very High High Moderate
Stock Selection High High Moderate High ModerateIndustry Connections
Moderate High Moderate High Low
Options:-
Replace Peter by another candidate from the 4 external candidates available.
Retain Reena as a senior analyst permanently
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Recommendation:-
After weighing in the pros & cons of hiring various candidates, we feel that David Hughes &
Seth Horkum are the most appropriate candidates for the position of Senior Analyst.
Gerald could have been a good choice but he doesn’t fit well with the culture of RSH.
Reena Shea seems to be inexperienced for the position. Stephen is right in considering her for the
senior analyst position of a smaller industry. This will give her the exposure & the confidence to
take on future leadership roles in the organization.
Out of Seth & David, Seth seems to be a better choice, though David’s experience cannot be
discounted. But if long term prospects of the organization are to be taken into consideration then
hiring a younger talent would prove to be more beneficial. RSH’s platform could propel Seth to
star rankings & make him a loyal asset for the company. Thus in our view Seth should be offered
the Senior Analyst position for the semiconductor industry.