Practical HR problems with their solutions

in Marketing Frameworks
 TABLE OF CONTENTS

Chapter 1. Introduction 1-2

1.1 Introduction 1
1.2 Project Objective 2

Chapter 2. Internal Marketing Strategy for Capgemini 3-4

Chapter 3. Identified HR Problems/Solutions 4-6

2.1 Employee Relations 4
2.2 Freshers Retention rate 5
2.3 Aggressive Employee Hunting 6

Chapter 3. Conclusion 6
Introduction
In this time of AI and mechanical technology and huge investigation, its fate occupations is
experiencing quick change. While there is a plenty of chances, the substance of Human
Resource Management quickly needs to keep advancing to stay aware of industry pace.
Today, human capital administration is the best wellspring of upper hand for all
associations. The main distinction between association X and Organization Y is its kin.
According to different research ponders, HR experts have been found to express the
beneath said challenges as the greatest ones.
• Retaining and remunerating the best representatives
• Developing the up and coming age of corporate pioneers
• Creating a corporate culture that draws in the best workers
One of the primary difficulties an association or its human asset administration faces is the
augmenting competency hole. Associations expect aptitudes like enormous information,
information examination, AI, machine figuring out how to grasp advancement, yet most
colleges' educational modules is out of date and neglects to furnish the understudies with
true learning. Likewise, representative inspiration is a key test.

Project Objective
 Internal Marketing Strategy for Employee Motivation / Retention
 Identify the HR Problems in a company and solutions with respect to marketing
frameworks

Reference HR for the Organization:-

Identified HR Problems/Solutions
Below are the set of identified problems that persist in Capgemini:-

HR Problem#1
In this case, an associate manager is assigned to multiple projects & therefore, sometimes
due to high work pressure manager fails to address the concerns of the lower-level
managers which decreases the employee motivation and hampers the overall productivity
of the team.

Solution:
With the above problem we tried to amalgamate Customer Relationship Management
framework to come to a solution to this problem of Employee Relations.
Employee relationship marketing is a technique based on employee relationships and
employee loyalty. Using employee data and feedback, companies utilizing this marketing
strategy develop long-term relationships with employee and develop laser-focused brand
awareness. Employee relationship marketing varies greatly from the traditional
transactional marketing approach that focuses on increasing individual sale numbers.
The goal of employee relationship marketing is to build trust with and engage employee to
build employee loyalty towards the company and reduce employee churn. One of the best
strategies for building relationships with employee is focusing on emotion.
Strategies in employee relationship marketing include:
 Show employee you value them with every interaction – Consider spontaneously
recognizing them and delighting them in unexpected ways

 Listen to employee and respond – Use social media monitoring tools of company to
reply to comments and complaints and address employee’s concerns

 Give employee free information – Identify topics and interests employee have and
then create content to address them and give employee free access to it, such as
informational videos on products they are aligned to work upon due to project
allocation that highlight individual employee and share their stories

 Expanded loyalty rewards – Any company can offer perks and rewards, but you
need to keep in mind the intrinsic motivation and expand beyond the typical reward
program

 Communicate frequently – A relationship is nothing without communication, so if a

manager is unable to give enough face time, make sure he communicates with
employee’s often via social media, email, messages, etc. (just be sure the
communication provides value to employee and does not become intrusive or too
frequent)

HR Problem #2
After consulting with the HR manager, we got to know that the employee attrition is very
high especially among the freshers. Typically, freshers in an IT company come under 20-22
age groups and are undergraduate college pass outs. Some characteristics of freshers
entering the industry are listed below: -
  No knowledge in niche skills with respect to IT industry
 Prefer to stay in comfort zone and only some open to take up challenging roles
However, freshers tend to leave the company at a very early stage of their career within an
organization which ultimately becomes a loss for the organization. The reason behind it is
that, after 3-4 months, the company already had an investment in its training cost. Hence,
the training cost could not be recovered by productivity.

Solution: -
To retain the employees, we may consume & utilize the marketing funnel to address this
situation.
1) Calculation of Employee Lifetime value (ELV): - It will describe the net present value
of the stream of profits expected over the employee lifetime association with an
organization.
2) Here, the marketing funnel can be used to identify the percentage of potential
employees that wish to stay with an organization.

Employee should be made aware of the existing

Employee opportunities within the organization
Awareness
In case of IT industry, the employee interest can be
identified at the fresher level so that, he/she can work on
Employee Interest
a domain which is more aligned towards their personal
goals

The HR manager can then have a meaningful discussion

Decision with the employee and can take a decision based on
mutual benefit .

Action

Here, we have consumed the marketing funnel and customized in a way to address the HR problems.
The funnel will indicate the percentage level of retention at each level and hence, the HR manager
can take the step vigilantly.