MBSA1623 LEADING TALENT IN ORGANIZATIONS

SEM 2 2022/2023

CASE STUDY 1: HARVARD BUSINESS SCHOOL

RECRUITMENT
OF A STAR
FOR THE FIRM RUBIN, STERN, AND HERTZ
 CLASS ODL SECTION 50

GROUP 3: MEMBERS

NORSYAHIDAH OWI WEI LUNN

NOR ATIQAH
SALEHA ENJI FAZREEN MOHD
FADZIL SHAH
JALALUDDIN
MBS221038 MBS221032 MBS221047 MBS221015

LECTURER: AP DR. ROSSILAH JAMIL

 CASE BACKGROUND

Peter Thompson, RSH's star and the only semiconductor analyst

suddently resigned (he was ranked at 3T in Semiconductor Industry in
2013 by Institutional Investor) - got pinched by a competitor.

RSH had an upcoming business deal with PowerChip company

ABOUT
requiring an expert analyst to success.
RUBIN, STERN, AND HERTZ
("RSH")
A New York investment bank.
Businesses of underwriting and Rina Shea, the junior analyst served as temporary backup, covering for
trading for commissions a.ka. Peter's vacancy.
"sell-side" under Research
Department.
Protagonist: Stephen Conner, the
Dilemma/ Problem: Whether to promote Rina to Senior Analyst
Director of Research.
position permenantly OR to externally hire new? If the latter, HOW,
Critical Success Factor: The
WHO, WHY to hire?
analysts.
 RSH RESEARCH DEPARTMENT

ANALYSTS STROVE TO BEGIN AS JUNIOR ANALYST

BECOME RANKED BY II LONG TERM COMMITMENT RESEARCH ANALYST REMAINED AT FIRM BEFORE
10 10
(INSTITUTIONAL HAVE OWN FRANCHIESES
INVESTOR MAGAZINE
INSTEAD OF
COMPETING
TRAINING PROCESS TO FORMAL TRAINING TEAMWORK & COOPERATION
ENCOURAGED OF
JUNIORS BY SENIORS 10 10
TEAMWORK AND
MENTORED TO MOLD
COOPERATION
PROMISING ANALYSTS

EMPLOYEE TEAM BUILDING ORGANISATION GOALS & DEVELOPMENT

10 10
SEMIANNUAL OFF-SITE RETREAT IMPORTANT AS
FOCUSED WORKSHOPS INDIVIDUAL AIMS
EXERCISES AND AMBITIONS
 HOW TO HIRE?

RECRUITMENT THROUGH HEADHUNTER

STEP 1 STEP 2 STEP 3

ENGAGE A RECRUITER/ HEADHUNTER WHY A HEADHUNTER? - EXECUTIVE RECRUITERS

CRUCIAL POSITION TO FILL - CONSTANTLY SURVEYED MARKETPLACE
TO MAINTAIN - GATHERING INFOMATION FROM ALL POSSIBLE
COMFIDENTIALITY OF SOURCES
VACANCY (BUY-SIDE ANALYSTS AND PORTFOLIO MANAGERS
 WHO TO HIRE?

THE FRAMEWORK/ STEPHEN'S REQUIREMENTS

INDIVIDUAL FIRM INDUSTRY

Team player Well known analyst

Industry experience
Working culture Great networking
Career come first than
Firm contribution High ranked analyst
money

Well report writer

Personal Achievement
Client-oriented
Good stock picking skills
 WHO
ITEM TO
DETAILS
HIRE?

THE CANDIDATES PROFILES - STRENGTHS AND WEAKNESSES

1 DAVID HUGHES SONIA METHA

3

and
David is old Sonia has
a great performance and team player.
He is not into the technology but She is focused on organizational culture and stock
He is knowledgeable candidate with a strong picker.
network of connections She has not been offered a position with a top firm
due to her concern about the flexibility of the
working mode.

2 GERALD BAUM 4 SETH HORKUM

Gerald is a capable individual who the II recognised as

Seth is the perfect fit for the culture of RSH and has the
greatest chance for growth.
having aptitude for stock selection.
He has networking's with Power Chip and is an excellent
He was known for having a bad attitude and gave the
stock picker.
impression that he cared more about his own interests
His eagerness to please is apparent and disconcerting,
than those of the business,
but this is not a major issue.
 WHY? - THE DECISION

1) HIRE SETH!
2) KIV RINA SHEA AS FUTURE SUCCESSOR - SUCCESSION PLANNING

SETH HORKUM
Seth has a strong foundation in the field. Since he covers the Power
Chip Company
. He will never be prevented from being the star by his undesirable
traits.
He is polite, positive in attitude, committed, and ambitious in his work.
He can succeed in becoming the top star if he collaborates with Rina,
the junior analyst.

RINA SHEA
Rina should be kept at the job due to her familiarity with the RSH
team structure and her excellent job on the PowerChip contract.
She has less experience in the industry and depends on senior
analyst
THANK YOU