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CASE ANALYSIS

People Management – Singhania & Partners
Group D1 Ankit Agarwal Kausik.R Meenu Rajpal Pramod Khandelwal Syed Reza Salis N
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Objective of the Analysis 1. . Foreign law firms are not allowed to set shops i n India or practice Indian law. How can Singhania and Partners sustain the effectiveness of people management policies with increasing competition? I think the CEO is worried about what the y pay rather than the HR policies per se. privat zation and globalization) by GOI gave a fillip to foreign investment and subsequ ently. Economic: High growth market for legal services. Growth in the IT and infrastructure sector g iving a fillip to legal services. legal services industry. Imminent liberalization of legal service industr y which will increase competition. Arbitration opportunities in India pr ovided a market for legal services. Huge market for legal services in the US accounting for 49% of the global industry. Law firms were prohibited to directly market their services. Social: Lack of educational and vocational opportunities for the people to develop their career in legal services industry. Growth of LPO (legal process outsourcing) industr y providing a boost to legal services. LPG (liberalization. Legal system was very slow. Be more specific PESTC Analysis Political and Legal: Economic liberalization by the government of India. Availability of highly skill capital at competitive prices.

Cultural Open door policy for the employees all hierarchical levels. Manual load on the people were reduced with new tec hnological systems.T Analysis Legal Service Industry Strength High growth potential for the existing and potential players. Slow legal system ensured arbitration opportunities an d thus. Work-life balance was promoted which w ill find resonance with people. Technological: Use of efficient and state-of-the art system and processes to increase effective ness of services to clients.W. increasing the scope for legal services Liberalization and entry of mult inationals increased the demand for legal services . productivity. In-sync with the changes taking place in the indust ry. Transparent culture was practiced.O. Use of modern technology increased the effectiveness of thei r people and hence. System of performance and reward was given prime impor tance. High growth of LPO sector due to high c ost in western economies. Demand fo r customized services in legal industry. System of appropriate feedback and reward commen surate to their performance.Inclination of people to make out-of-court settlement due to extended nature of court cases. S.

Lot notonous work that resulted in de-motivation of people towards their work. Prohibition of multinational firms to operate in Indian legal industry. Law firms were pr ohibited from directly marketing their services. New domains like IT and infrastructure to provide a fillip and growth. Practice of Indian law restrict ed to Indian nationals. Technological innovation will increas e the scope for legal services. High attrition rate. . Opportunities Threats China and Korea had liberalized their legal service try. Incre ased competition for the challenging and high growth projects. Increased compet ition will reduce the cost advantage. Growth for legal services support in western econom ies. Huge market for legal services in US. Cha llenging and stimulating work environment for the employees. Singhania and Partners Strength Highly people oriented.Weakness Paucity of talent in the legal industry. Pe ople are appraised and rewarded on a continuous basis for their performance. Shortage of skilled labour specializing in legal services. Promotes work-life balance at the workplace. Open door policy an d transparent culture.

technology transfers etc. All the decisions for allo cation for different projects were vetted by Mohotra. Potential clients in the LPO sector and its huge growth potential. Increased compe tition from existing law firms. Opportunities Threats Paucity of skilled labour and thus poaching of em y the competitors. Strong commitment towards the client and producing quality work. Good clientele and hence the ability to receive work through r eferrals. Growing market potential for the legal service industry in do mains like mergers and acquisitions. People were loaded with too much work by the firms in legal service industry. . Or ganization culture was sociable. ISO c ertification for the systems and processes. Weakness People were given free hand in their work and there was no supervision. Efficient system and process to increase the ef fectiveness of the work. Less inclination to capitalize the LPO market and as a result may lose out impo rtant clients and the other potential work from them. Imminent entry of foreign law firms in India. Environment of growth and stress-f ree work culture. Employee commitment towards the organization Contin uous evaluation of potential legal service markets to increase firm’s standing. Technological inn ovation increasing scope for legal services Growth in Infrastructure provides a fillip to legal services.Continuous feedback mechanisms for employees. Knowledge of various cross-functiona l domains in legal parlance.

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Using theory you have t o say that it is adhered or violoated . 4. b. Performance Management 8. Managing group and team work. Recruitment and Selection should be design in such a manner that employees who are skilled. Rewards and performance based compensation satisfies the Esteem needs of employees as mentioned by Maslow’s Hierarchy theory. Further people shou ld be judged on basis of culture fit and job fit. Individual Motivation at Work. Critical factors Analysis of factors 1. Evaluate. Retention 2. Recruitment procedures and exp ectations from employees should be clearly stated beforehand. reward and retention. Rewarding people b ased on their performance helps in employee motivation and gives an impetus to w ork further with same zeal. Work environmen t. Are they doing it. Mere theory does not make analysis.List of Factors 1. Exceptionally well handled. 6 . 3 R’s of effective Performance management system (PMS) a. 3. Personality and behavior at work. Commitment and job satisfaction. Understanding people in an organization is of prime importance for any successful organization. 3 R’s of effective PMS: Human resource is one of the competitive advantages for any organization. An effective people management system revolves round three R’s of recruitment. Recruitment and selec tion. Reward c. Organizational Culture. 5. 7. hard-working a nd committed to the growth of the organization are selected.

Individual Motivation at work: Hertzberg’s two factor model states that individ ual motivation is shaped by external factors such as Hygiene. working conditions and environment at work. Above model supports the efficient People management p olicy at Singhania and Partner Comfort. Alderfer’s ERG Model emphasizes on existence. Challenging and stimulating cases in the experti se domain of the employee should be provided so as to keep him enthusiastic of w ork. of talented employees is an important aspect of people management. Th e work culture and environment should be shaped in such a manner that a stable w ork life balance is maintained. Employees at Singhania and Pa rtners were aptly rewarded based on performance and thus. Employee s should be encouraged to focus the suitability of the values to organization’s su rvival and growth. 3. thereby feeling a part of t he organization employee looks for long term relationship with the organization.Retention. rather than rigidly focusing on values as ends in themselves. Privacy. personalized relationships are fea tures of a strong organizational culture which is an ingredient for strong peopl e management policy. Individual Motivation at work is also shaped in accordance to the Equity Theory. equity at work was pro moted. Garnering effective employee participation in day to day work of organizati on gives a sense of loyalty and OCB in the employee. and growth . 2. state of art facilities were ta ken care of. . Organizational Culture : Strong hierarchy. For instance there was open door culture at Singhania and P artners. top management was easily approachable and open to discussion. relatedness. A job which is intellect ually stimulating if supported by sufficient learning and growth opportunities h elps in satisfaction of self actualization needs. wherein relatedness helps in satisfying social needs.

At Singhani and Partners every lawyer got chance to present topics on diverse legal aspect during bi-weekly meetings. among employees ensures satisfaction a work and they feel they are an important part of the organization. Team work and group mana gement are an important factor for success of an organization. so the organizational culture sho uld be such that every employee is treated accordingly. but a little weak but you should say whether it is happening or not? Constraints Ensure the competitiv eness of Singhania and Partners in the legal services industry. overall well being. Singhania and Partners laid emphasis on employee satisfaction by o rganizing excursions and tours every year. theoretical framework not too bad. Are they restricting your options in any way or should they be doing it anyway? Options 1) Redesign the reward policy: . Group communicati on strengthens the bonding among employees and improves transparency within the organization. enthusiasm. job satisfaction etc. Individuals differ in their values and skills. An Employee aptly rewarded for the work and effort generates positive affectivity which in turn results in opt imism. Performance Management : Having an efficient performance management system is core to any successful people management policy.A t a s sense of belongingness and relatedness. 4. Self efficacy and s elf esteem gets a boost due to effective performance management system. Your factors are good. Singhania and Pa rtners should be the best place to work in the legal service industry (rethink.

A periodic feedbac k system to evaluate managers and rate them. Thus. rating of HR practices within organ ization. Current system was less stable as in th e individuals who contributed and added values to the organization were rewarded with pay hikes and bonuses irrespective of their stay at the organization. the cu lture and environment within the organization became highly competitive. Advantages: . be it in term s of work environment or compensation scheme. 2) Implement new methods of employee motivation: Employee motivation comes as an important aspect in having a high class people m anagement system. o Generates interest of employees and keeps them motivated for long term a ssociation. The policies and procedures in the organization should be such that they could not be easily imitated by any other organization.Owing to the global challenge Singhania and partner should look at redesigning t heir employee reward system if required. work life balance imbues the feeling that organization is caring and the place is best place to work. Disadvantages: o May effect the company operation and capital struct ure. o People believe in equity theory. o Market conditions and culture may not be in accordance with the new system. Owing to such acts an employee is obliged to work hard diligently. feedback on Job satisfaction. job nature etc. This made an impact on equity belief of existing employees of the firm. comparison within the industry among dif ferent firms may impact negatively o Requires complete change and overhauling of existing Hr practices and policies at corporate level. Advanta ges: o Redesigning reward policies helps in gaining a competitive edge in the ma rket.

giving enough freedom to voice out opinions and have a say in day to day working gives a feeling of Commitment and loyalty and hence helps in developing a long term relationship between employee and the organization. o People will be accustomed to such rewards every time and expectations may increase. promo tions. o Overall success and profit of organization. Advantages o Commitment towards the organization o Improve d performance and productivity Disadvantages o Put strain on the company’s balance sheet and resources. Retention by giving shares of the companies. putting employees in areas of choice. o Motivation schemes if not equitab ly applied across the organization may result in de-motivation of other employee s.o Employees become highly productive and efficient. . 3) Retention schemes: Retention policies and systems followed in an organization are core to the HR po licies. Disadvantages: o Excessive experimenting may put limited resources of the organization under strain. o Motivated employee is a source of competitive advantages in legal service industry. Different firms follow different methods to retain talented and valued e mployees of the organization.

Give family tour trips to maintain work life b alance. 6. 4. Opportunities could be given to employees for going abroad and gain experience of global lega l domain to increase learning. 5. Compensation should be based on years of service e:g if you serve 2 years you will get a bonus of Rs50. Award should also be constituted to reward employees base d on years of service to the organization. Evolve a feedback system where people could express their feelings and experiences of wor king with organization. 000 at the end of 3 years a sum of 80000 will be prov ided and so on. Asia Case Research Centre Case: People management the mantra for success. Is compensation the only issue? References: 1. Retention could be also catered to by giving loans an d stock options of the firm.Recommended solution The option that Singhania and partner should implement is to have a redesigned r etention policy. 3. Employees should feel a part of the organization and this cou ld be ensured by having their say in the management and operations. . 2. Rewards should be paid based on consistency and not on single p erformance. People appreciate such good wills. This will help retain old employees who have consistently contribute d to the organization. Action Plan 1.