CASE ANALYSIS ON

APIGEE: PEOPLE MANAGEMENT PRACTICES AND

CHALLENGES OF GROWTH
SUBJECT:
PRINCIPLES OF MANAGEMENT AND
ORGANISATIONAL BEHAVIOUR
PREPARED BY:
SAMEER DHAKAN (23241801060003)
HARSHIDA BAGDA (23241801060137)
AARTI DANDHARIYA (23241801060175)
ANJALI CHANDPA (23241801060015)

FOR SUBMISSION OF: CIE-1

GUIDE BY:
DR. AARTI JOSHI MA’AM
NIRAV MANDAVIYA SIR
PROF. JANVI SAVJANI
SUBMITTED TO:
FACULTY OF MANAGEMENT
RK UNIVERSITY RAJKOT
 1. INTRODUCTION: -

Apigee was founded in 2004 and had its

headquarters in San Jose, California, and regional offices in
Bangalore and London, England. The CEO, Chet Kapoor,
joined Apigee in 2007. A proven leader and innovator in the
high-tech industry, Kapoor had spent more than 20 years in
leadership positions at innovative software and hardware
companies. Main mission of Apigee ‘s was to provide a
product enhancement and delivery with the aim of helping
“every business become digital business”. Many of the world
largest organizations selected Apigee to enable their digital
business.

2. BACKGROUND OF THE COMPANY: -

The enthusiasm among the senior management was

infection, and everyone wanted to become a part of Apigee growth
story.
Much happened since Srinivasulu Grandhi had
joined as vice- president and managing director of Apigee’s
Bangalore office in 2011. The company had been increased
significantly.
When Grandhi joined Apigee approximately 250
staff worked at the Bangalore office, which by 2015 had increased
to more than 400 employees.

 In 2012, Apigee’s total revenue grew from $27.6 million in fiscal

year.
 In 2014, Apigee’s total revenue grew from $52.7 million in
fiscal year.

 In 2015.April: the company was sold 51,15,000 shares in its

initial public offering (IPO), raising $87 million Apigee’s
was thus first public offering from a software company that
worked on APIs. As stated by Kapoor:

 Apigee included more than 25% of fortune more than 100

companies, 5 of the customer included global enterprises such
as the Walgreens company, AT&T inc., The British
broadcasting corporation, AOL inc., MapQuest (oath inc.)
Honeywell ltd. Burberry Group inc., Royal Dutch shell plc,
Live Nation, First Data corporation.

 Unlike traditional large process driven firms in which extra

behavior was often constrained Apigee as one employee pointed
out, “fosters a light hearted and friendly environment; engineers are
focused on success and frequently go beyond the call of regular
duty”.

Employee were encouraged to hold informal cross – functional

meeting to enhance their learning beyond their individual role.
Apigee’s total revenue grew from $27.6 in fiscal year.
3.THE KEY PROBLEMS AND ISSUES IN THE
CASE: -

 Hiring process is rigorous and strict, it could reduce the

confidence and interest of applicant.

 More informal environment could reduce the

working interest of employee.

 A formal meeting culture and meeting room is

absence.

 Monthly goal can create unnecessary pressure on a new

joiner who are trying to mold them in Apigee.

 Rewards and awards are underrated.

 4.ALTERNATIVES: -
1. A fresher candidate should be given a chance for
hire.
According to study and principles of management,
hiring fresher can also result in significant cost saving.
Experienced candidates might take more time. To adjust
to company culture, but in the case of fresher, this time can
be reduced and they can be molded to work in
company.

2. It should maintain balance between the authority

and responsibility.
According to Principle of Authority and Responsibility
there must be balance or parity between the authority and
responsibility. Excess of authority without matching
responsibility may bring negative results and excess of
responsibility without matching authority will not allow
the worker to complete his job on time. There is need to bring
parity between both for best results.

1. Continue supervision should be conduct by senior

authority.
According to Principles of Supervision, Supervision
should encourage self-expression to draw out the
potential abilities of a worker. It should provide
initiative to individual to take more responsibility.
 3. Formulate annual plan and policy regarding a formal
meeting according to company act -2013.
According to the Companies Act, 2013, every company must
hold an Annual General Meeting (AGM) once a year,
among others.

Abiding by the provisions of the Companies Act, 2013 regarding

these meetings will ensure the smooth functioning of an
organization and avoid legal complications.

4. Provide a direction and motivation to a employee

those who a newly join a company.
As per the theory of management every people need to direction and
motivation for obtaining a goal hence direction provide to
new joined So it becomes helpful for both personal as well
as company growth also.

5. With rewards health insurance, P.F. etc. facility should

be provided to employee.

According to Maslow's hierarchy of needs, It includes

physiological and safety needs, which can be met
through benefits like health insurance and retirement plans.
These benefits address fundamental employee needs.
 5.PROPOSED SOLUTION: -

1. Through the other source of recruitment.

According to study and principles of management
Recruitment can be done through social media or
references. internship program and campus placement
should be conducted.

2. Equilibrium of activity
Management study said that the management should try
to achieve equilibrium between formal and informal
organization.
Conflicts between the two should be avoided through
two-way communication with the group and their leaders.

3. A company should appoint a company secretary

A Company Secretary is appointed by the Company in

accordance with Section 203 of CA,2013 and
Rule8/8A of Companies.
Appointment of a company secretary is made by certain
class of companies on mandatory basis however other
company may make an appointment of company secretary
on voluntary basis in order to avoid any failure in
compliance which can be very deliberating.
4. For specific period of time the new employees should be
given freedom and mingle with the old employees.

As per the study and principles of management,

Monthly goals and targets should be avoided for new
employees till the specific time of period.

Create amalgamation between new joined employee and

experience employee and try to make a part of their
team.

5. Provide other facilities to employees.

As per the law and provision of income tax
Allowances are also should be given Allowances like
travelling allowance, car allowance and canteen
facility. Transportation facility can provide to
employee.
 6. REJECTED ALTERNATIVES: -

 If possible company can use online

meeting With use of internet or
application
But sometimes it happens due to lack of network and
buffering meeting can't be reached at the stage a expected by
BOD

 Transport facility provide by company is well good but

in the management study there is no specific regarding
transportation it’ depends upon the own company policy.
So sometimes this alternative are criticized.
 7.RECOMMENDATIONS:-

1. 360-degree analysis
As per the theory of management, complete
supervision and analysis of all employees and their work but in
the big organization or number when
the number of employees are very large at the that time this
alternative is very time consuming and
may be sometimes it is make errors.
2. HRIS strategy can be applied
HRIS stands for Human Resource Information System. It is a
software or system that enables organizations to manage and
automate various HR functions and processes.
HRIS typically includes features for personnel tracking,
payroll, benefits administration, time and attendance
management, recruitment, and performance management.
In the HRIS following strategies we can applied.

(A) Monitoring and Evaluation:

Continuously monitor the system’s performance and user

feedback.
Make necessary adjustments and improvements.
(B) Feedback and Adaptation:

Continuously gather feedback from users and

stakeholders to refine the HRIS strategy and make necessary
adaptations.

Remember that an effective HRIS strategy should align with

the organization’s broader goals and adapt to changing
needs and technologies over time.