Apturja Power Limited Assignment Questions

1. Does APL ‘s HR strategy align with the company’s business strategy?

The HR strategy that was followed consisted of more than one factor which were staffing,
compensation, training and, work organization. Each of these factors were carefully studied to
maximize the performance of the company. For instance, their recruitment technique involves
gathering employees through multiple platforms such as recruitments (personally), referrals
(other employees or executives), and online. The company’s business strategy can be
described as a solid approach right from the beginning that drastically depended on optimizing
operations and the support and recognition by the Production Department. It can be said that
these two strategies are aligned to a certain extent due to the fact that they both consider and
focus on the employee and their performances to ensure that the results are satisfying in the
end.

2. What are the different types of metrics? Calculate the attrition rate, cost of hire, and
quality of hire. Calculate the performance rate, the training efficiency rate, and the
retention rate.

Metrics are known to be some sort of measurement/evaluation system followed to assess the
quality of something, whether a product, performance metrics, or even dimensions. In this case,
it can be said that the metrics followed here are to evaluate the performances of the employees
by looking at multiple factors. Some of these metrics include rate of absences, training
expenses, training efficiency, time until promotion, training age, performance rating, and length
of stay in the company. These allow the HR department to evaluate their employees while
considering multiple factors.
- Attrition rate is known to be the rate at which employees leave the company, and this is
calculated by the number of employees that left the company divided by the average
number of employees. This rate is usually presented as a percentage where a higher
percentage means that more employees are leaving the company, usually not a good
thing.
- The cost of hiring involves more than one factor which are the recruitment costs (such as
posting ads, initial screening of applicants), selection costs ( such as assessments
needed, interviews conducted) and productivity costs (basically means that employees
are not able to do their usual job because they are in the process of hiring).
- The quality of hire can be described as the values that the new hired employees bring to
the company and is usually based upon their performance levels and productivity.
- Performance rate is known to be a rating that measures how effective and efficient the
employee can perform the tasks.
- The training efficiency rate is the rate at which the training organized is productive and
has a positive impact. This rate considers evaluating more than one aspect of the
training program such as the objectives set, quality of training program itself and some
 sort of evaluation that can display the understanding of the employee and to show how
much they grasped from the training.
- The retention rate is known as the amount of customers that the company can keep for a
specific period of time and is usually measured in percentage. Usually the company has
some sort of subscription that a customer must renew and this is important because in
order to calculate the retention rate, the number of customers who have an active
subscription is divided by the total number of customers, who were active, from the
beginning.

MBA

Question 2) Are there any variables (e.g. age, gender, quartile, language spoken, work
experience) that affect how much a student can expect to make? Interpret your findings

It seems that these variables do not affect how much the student is meant to make, at least not
all of them. The years of experience and the quartile are two that would affect due to the reason
that higher performance is expected.
For instance, older employees had a higher salary but this was due to their experience and
quartile rather than their age itself.