Nitish @ Solutions Unlimited

Case Analysis

By

GROUP C2

Anubandh 14F112

Moumita Dutta 14F132

Sai Alekya Edara 14F147

Leela Mohit Chivukula 14F129

Sanjit Kumar Moharana 14F148

PROBLEM STATEMENT

How Solutions Unlimited should restructure and redesign its HR policies to rectify the current on
boarding process while resolving the conflict between Meena and Nitish and what decision
should Nitish take in the given circumstances.

SWOT OF SOLUTIONS UNLIMITED

STRENGTH WEAKNESS
 Flexibility in job responsibility  Novice in the field of IT consultancy
 Assigning of mentor to each employee  Vacant seats on key positions
on the basis of his capability to  Improper HR policies
understand the full potential of the  Referral policy might lead to
employee regionalism
 Strong review system- three way  Good employees leaving the
review system- downward review, organization
upward review and peer review
 Strong global presence
 Good projects

OPPORTUNITY THREAT
 New projects and clients  Difficulty in retention of talented
employees due to their high demands
 SWOT OF NITISH

STRENGTH WEAKNESS
 Strong academics  Not very good in negotiations(Got the
 Experience in cutting edge technology job because of Mr. Kapoor)
in the banking sector  Took out calculator during meeting
 Experience in making business plans  Did not have written proof or email
and making bids copy of the conversation with Venkat
 Happy-go-lucky, cheerful and friendly
person
 Liked by Boss in earlier organization
and also liked by MD and CEO in
Solutions Unlimited
 Kept his mind open despite of bad
relations with Meena
 Open to accepting challenges like
volunteering for diverse projects
OPPORTUNITY THREAT
 Responsibility to change the image of  Bad relationship with HR department
the company people and Mr. Alagu
 Will be talking to various employees  Mr. Kapoor and Mr. Khurana are about
and helping them changing their to leave the company.
mindset
 Will be preparing bids for management
related projects, in which he has prior
experience
 Nagpur project
SYMPTOMS

1. Inappropriate compensation was offered to Nitish during the interview process without
proper consideration of his educational qualification and competence.
2. The timing of the orientation program which Nitish was supposed to attend was not
properly planned. He was told to leave on Wednesday in a hurry by Meena whereas Mr.
Kapoor told him to leave on Friday so that he can spend some time in the project.
3. Reimbursement of travel tickets and severance dues as demanded by Nitish to Venkat
was not made finally. Nitish demanded reimbursement for his wife’s and his travel tickets
and one month’s severance dues but when the cheque was sanctioned , it only contained
payment of his travel ticket and 50% severance dues.
4. Mr. Alagu and Meena only had work-only interactions with Nitish. Meena did not
entertain any small talk with Nitish and Mr Alagu was under the impression that Nitish
always complained about everything and created trouble in the organization. Both Mr.
Alagu and Meena passed jokes on Nitish in their regional language and they did not like
the fact that he worked very closely with Mr. Chawla.
5. Nitish was not allowed to go to meet the clients in New Zealand and Korea, though he
was given permission to go to Nagpur for a project.
6. Mr. Khurana had put in his papers and Mr. Kapoor was asked to resign and both of them
held key responsibility areas in the organization.

CAUSES
1. The fact that the compensation package was not designed properly can be attributed to the
fact that the HR policies were not flexible enough to accommodate special talent pool in the
organization.
2. Meena and Venkat being in the operations area managed the HR section. They did not have
any reporting boss in the HR Department. DHR and ADHR positions were vacant.
3. As the company was restructuring itself as an IT Consulting firm from a software solution
provider , so accordingly the HR practices needed modification.
Detailed Analysis of the Problem:

Inflexible HR policies: The company was going through a transition phase from a management
solution provider to an IT consultant. This required redefining the HR policies, because IT
consultancy needed people with much more technical expertise, which required more flexible
policies for talent acquisition. This is one of the reasons why there was confusion while deciding
the reimbursement amount for Nitish's traveling expenses. Meena on her part was trying to
follow the company's policies. But Manish was an employee of high caliber and he had asked for
what he deserved. However, due to no provision in the HR policies to accommodate such a
situation, the friction had developed.

Absence of DHR and ADHR- The post of Director HR and Assistant Director HR was vacant
(Exhibit 1) and the HR department was first taken care by Vidya and later by Meena and Mr.
Algau, both of which belonged to the Operations domain. This clearly shows that the company
was negligent towards their HR department and did not understand the importance of good HR
policies.

It could be seen that both Meena and Mr. Algau lacked people's skills. In one of the instances,
when Nitish walked in to Mr. Algau's office, he addressed him as Mr. Troublemaker. He did not
understand the severity of his sarcastic comment to a talented employee like Nitish.

It is visible in the case that Meena too lacked a proper mentor to guide her in her HR work. This
is evident from that fact that on a certain occasion, Mr. Algau and Meena cracked jokes on Nitish
in their regional language. Mr. Algau, then, did not take the pain to discourage Meena from her
actions.
ALTERNATIVES PROs CONs RECOMMENDED?

Go to Nagpur and Will remain away from It is a short-term Yes

start working on new Meena and Venkat. project, which
project Will be able to focus on means he will have
work. to Hyderabad and
work in same
environment.

Start looking for other Will get rid of all Frequent job No
offers problems. changes will badly
affect his resume.
May have to again
relocate his family.

Wait for Manish to As his rapport with Intervention of No

return Manish is good, he may Manish may worsen
help in resolving the the relationship
issue with Meena between Nitish and
Meena
Ignore all problems Will go up the ladder in Meena and Alagu Yes
and continue his good the company as his may become
work current performance is obstacle during
very good in company appraisal process.

Improve interpersonal If it works then all the Yes

skills to deal with issues will be resolved.
Meena and Alagu

Discuss the matter Issue can get settled It may worsen the No
with MD and also MD can look condition and his
into filling the key reputation may
vacant positions in deteriorate further
company. inside company
Settle the issue Issue can be settled. The reaction of No
unofficially with Meena can be
Meena predicted to be
negative mostly as
she was asked to
compromise quite at
the beginning in
salary issue of
Nitish, which was
taken as an insult.