Case Study - 1

MGT 351.10 Human Resource Management

Total points: 10

Group Number 4

Group Members Name Group Members ID

1. Sakib Bin Hasan 1812716030

2. Nafia Alam 1821412030

3. Intishar Karim 1831410630

4. Nusrat Naila Nokshi 1831693630

5. Niloy Saha 1913083630

Finding People Who Are Passionate About What They Do

Trilogy Enterprises Inc. of Austin, Texas, is a fast-growing software company, and provides
software solutions to giant global firms for improving sales and performance. It prides itself on
its unique and unorthodox culture. Many of its approaches to business practice are unusual, but
in Trilogy’s fast-changing and highly competitive environment, they seem to work.

There is no dress code and employees make their own hours, often very long. They tend to
socialize together (the average age is 26), both in the office s well-stocked kitchen and on
company-sponsored events and trips to places like local dance clubs and retreats in Las Vegas
and Hawaii. An in-house jargon has developed, and the shared history of the firm has taken on
the status of legend. Responsibility is heavy and comes early, with a just do it now attitude that
dispenses with long apprenticeships. New recruits are given a few weeks of intensive training,
known as Trilogy University and described by participants as more like boot camp than business
school. Information is delivered as if with a fire hose, and new employees are expected to
commit their expertise and vitality to everything they do. Jeff Daniel, director of college
recruiting admits the intense and unconventional firm is not the employer for everybody. But it’s
definitely an environment where people who are passionate about what they do can thrive.

The firm employs about 700 such passionate people. Trilogy’s managers know the rapid growth
they seek depends on having a staff of the best people they can find, quickly trained and given
broad responsibility and freedom as soon as possible. CEO Joe Liemandt says, at a software
company, people are everything. You can’t build the next great software company, which is what
we are trying to do here, unless you are totally committed to that. Of course, the leaders at every
company say, People are everything. But they don’t act on it.

Trilogy makes finding the right people (it calls them great people) a company-wide mission.
Recruiters actively pursue the freshest, if least experienced, people in the job market, scouring
college career fairs and computer science departments for talented overachievers with ambition
and entrepreneurial instincts. Top managers conduct the first rounds of interviews, letting
prospects know they will be pushed to achieve but will be well rewarded. Employees take top
recruits and their significant others out on the town when they fly into Austin for the standard, 3-
day preliminary visit. A typical day might begin with grueling interviews but end with mountain
biking, rollerblading, or laser tag. Executives have been known to fly out to meet and woo hot
prospects who couldn’t make the trip.

One year, Trilogy reviewed 15,000 résumés, conducted 4,000 on-campus interviews, flew 850
prospects in for interviews, and hired 262 college graduates, who account for over a third of its
current employees. The cost per hire was $13,000; Jeff Daniel believes it was worth every penny.

Discussion Questions

1. Identify some of the established recruiting techniques that apparently underlie Trilogy’s
unconventional approach to attracting talent.

2. What particular elements of Trilogy s culture most likely appeal to the kind of employees
it seeks? How does it convey those elements to job prospects?

3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it
take for you to accept a job offer from Trilogy?

4. What suggestions would you make to Trilogy for improving its recruiting processes?

Answer to the question number 1:

Some of the established recruiting techniques that apparently underlie Trilogy’s
unconventional approach to attracting talent are:

 They effectively seek after the freshest or least experienced workforce,

with a mean age of 26 within the job market, scouring college career fairs
and software engineering departments to search out talented overachievers
with desire and enterprising impulses.
 Top managers direct the primary rounds of interviews, letting prospects
know that they're going to be pushed to accomplish, yet are going to
be much remunerated. Employees take top recruits and their significant
others out on the town once they fly into Austin for the norm, 3-day
fundamental visit. A typical day may start with exhausting meetings
however end with mountain biking, rollerblading, or laser tag.
 They can also do perform initial screening interview, build a group of
candidates and in the final step Trilogy can take interviews and provide them
the offer letters when the candidates are get selected for the job.

Answer to the question number 2:

Diversified cultural elements of Trilogy Enterprises Inc that pulls creative and

passionate employees are:
• The employees don’t have to maintain any specific codification and that they can
fix their own hours of labor.
• The employees can interact with one another in their well-stocked kitchen and
also in numerous events which is sponsored by company.
• Trilogy Enterprises Inc recruits fresh college graduate and to create the new
employees comfortable in office they organize an intensive educational program.
• They have a bunch of children working in their office. Their employees average
age is 26.
• The employees can enjoy holiday trip with families and colleagues.

Answer to the question number 3:

Trilogy has a very exceptional and interesting organizational culture that stands out
from the conventional corporate culture. However, as an employer, Trilogy would
be appealing for me.
The reasons why I will be interested to join Trilogy as an employee are,
 Thorough Training Program: Trilogy arranges few weeks long training
programs for the newly recruited employees, this initiative can help the new
comers to know and prepare for the upcoming responsibilities better, get
along with co-workers and understand the organizational culture better. This
act of care from the organization towards new joiners increases its appeal as
employer.
 Precedence of Productivity: The organization clearly focuses more towards
productivity than maintaining formality. The kind of rules setting and
working environment Trilogy preserve is congenial for bringing out the
highest efficiency and improvement from the employees.
 Expectation and Responsibility: The company’s core expectation from its
employees are to bring innovation, achievement and to take responsibility as
soon as they can. Such approach is apposite for personal improvement as
well as fast organizational progress.
 Freedom: Trilogy tends to offer its employees maximum freedom in
workplace. They maintain liberal working hours and dressing code.
Employees receive the freedom to choose their working method too to
significant extend. Such culture is admired and preferred by active
employees.
 Appreciation of Passion: The organization culture is to encourage the
employees to work with passion and appreciate the employees’ passionate
attempts. Growth is mostly an outcome of this approach.
 Intra-organizational Bonding: the culture of Trilogy inspires better
bonding between its employees. This increases the possibility of better team
work and assure both the new and old employees that they can reach their
colleagues for help anytime they need.

Nevertheless, there are some risks and drawbacks too that decrease the appeal
of Trilogy as an employer. Such as
  Open and informal culture might originate some sort of irregularity and
clutter in order of command.
 The average age of the organization is low, so there might be lack of
enough experienced employees, which can cause some problem in
guiding new joiners properly.
 Diverse working environment is preferred and most admired by the
employees. But the approach and culture of Trilogy might lessen the
diversity of employees inside the organization.
However, the positive sides of Trilogy are more attractive than the risks of
joining the organization to me, so Trilogy is quite appealing as employer for
me.

Answer to the question number 4:

I might want to provide the accompanying proposals to Trilogy for improving its

recruiting process.
 The trilogy should specialize in the candidate's abilities and skills.
 Choose what position to be filled.
 Use choice instruments to acknowledge suitable applicants.
 They could likewise give entry-level positions to the undergrads.
 Perform introductory screening meeting.
 They could moreover ask the staff to imply their companions who are
qualified.
 Encouraging the staff to allude companions can make a progressively
charming and agreeable workplace because an excellent many of us think
that it’s agreeable to figure with somebody they know.