HRM CASE STUDY

JAYRAM’S DILEMMA
Situation : There is a steel company which has an Agro
Business Division (ABD). The company has recently added
“Garden tools” in its product portfolio. The company needs to
promote it.

Jayram General Manager (Sales)

Varsha Close relative of Jayram

Non- managerial staff (AB
Ritika
division)
Abhishek Fresher (met at a party)

Vice President (Sales) Interviewed Varsha

CANDIDATE 1 : VARSHA

PROS CONS

 Impressive knowledge  Extremely ambitious

and personality.  Can come out too
 4 years work exp. in sophisticated and
cosmetics sales arrogant.
division.  Differing personal
 Good recommendation opinion on
by previous employer. industrialization.
 Understanding and
Adaptive according to
customer.

CANDIDATE 2 : RITIKA

PROS CONS
 Has worked as non-  Entered the
managerial staff for 7 organization as a part
seven years of policy (after giving a
 Graduate and MBA written and interview
 Has contributed well exam).
towards the division  Too shy for the job
profile.

CANDIDATE 3 : ABHISHEK

PROS CONS
 Fresher from a reputed  No work experience.
MBA institute.
 Specialization in Agri
Business.
 Extremely bright and
 smart.
 Interested in working in
the organization.
 Desired candidate by
many firms.
Dilemma: Who to choose for the position of sales
executive in ABD division out of the three
candidates. How to manage the issue of internal
candidate?

JOB PROFILE: Sales executive

JOB RESPONSIBILTIES: Builds business by

identifying and selling prospects; maintaining
relationships with clients.

SKILLS REQUIRED: Presentation Skills, Client

Relationships, Emphasizing Excellence, Energy
Level, Negotiation, Prospecting Skills, Meeting
Sales Goals, Creativity, Sales Planning,
Independence, Motivation for Sales, “Aggressive
selling skills”, “Coordination with Jayram”
The aim of employee selection is to
achieve “person- job fit”. This
means matching the knowledge,
skills, abilities, and other
competencies (KSACs) that are
required for performing the job

A candidate may be right for the

job but wrong for the organization.
Therefore, while person-job fit is
important, person- organization fit
is important as well. P-O fit is
necessary to ensure that the
candidate fits well in the