INDIAN METAL COMPANY

TALENT MANAGEMENT DILEMMA

PRESENTED BY-:
GROUP-4
ANKIT KR. VIVEK MP18006
KUMAR SAURAV MP18017
MARKENDEY SAHOO MP18022
RISHI RAJ MP18031
SANJEEVENDRA MP18038
 PROBLEMS AND ISSUES IN I-MET

 I-Met is facing high attrition rate of both entry-level and mid-level employees
 Inability to attract and retain talent
 It was getting continuous problems by an increasing attrition of professionals and difficulty in attracting candidates
from premier educational institutions
 shortage of talent is regularly jeopardizing the company's investments
 IT, FMCG, financial services and consultancy firms becoming more preferred by young graduates
 Perception of subjectivity in appraisal process
 Dissatisfaction over transfers/internal mobility
 Lower compensation packages of the industry as compared with other industries
 Mid-level employees are being poached by the other players
 ANALYSIS ON SPECIFIC SITUATIONS OF I-MET
EFFECT HIGH ATTRITION INABILITY TO ATTRACT DECLINE IN
YOUNG GRADUATES PRODUCTIVITY
SOURCE 1 Industry being less Higher compensation Poaching of
preferred over others packages in other mid-level
industries employees

SOURCE 2 Location disadvantage Better career growth Inability to

of Metconagar opportunities in a attract young
non-flat talent
organizational
structure

SOURCE 3 Lower possibility of Growing disinterest in Inability to

mobility within working in remote retain talented
departments locations employees
SOURCE 4 Poaching by other Industry as a whole Graduate
organizations not attractive enough trainees
for graduates dissatisfied
with training
 SWOT ANALYSIS OF I-MET

STRENGTH WEAKNESSES

Strong brand recognition - Gross Margins and Operating Margins

Attrition Talent products have strong brand recognition in the Leadership &
Managing People industry. This has enabled the company to charge a
premium compare to its competitors in Leadership, Talent management
industry.
Wide geographic presence -
It helps in delivering efficient services to the customers but also help in
managing competitive challenges in Leadership & Managing People
industry.
which could be improved and going forward may put pressure on the
Attrition Talent financial statement.
Loyalty among suppliers is low –
Based on the evidence provided in the case study Indian Metal Company's
Talent Management Dilemma it seems that there is low level of allegiance
among the members of supply chain partners.

Track record of innovation - Niche markets and local monopolies

Even though most players in the Leadership & Managing People strive to that company’s like Indian Metal Company's Talent Management Dilemma
innovate, Attrition Talent has successful record at consumer driven able to exploit are fast disappearing. The customer network that Attrition
innovation. Talent has promoted is proving less and less effective.

First mover advantage High turnover of employees

in the increasingly crowded market place. The new products are rapidly at the lower levels is also a concern for the Attrition Talent . It can lead to
increasing Attrition Talent market share in the Leadership & Managing higher salaries to maintain the talent within the firm.
People industry.
 SWOT ANALYSIS OF I-MET

OPPORTUNITIES
Local Collaboration -
Tie-up with local players can also provide opportunities of growth for the
Attrition Talent in international markets. The local players have local
expertise while Attrition Talent can bring global processes and execution
expertise on table
Increasing customer base in lower segments -
As customers have to migrate from un-organized operators in the
Leadership, It will provide Attrition Talent an opportunity to penetrate
entry level market with a no-frill offering.
THREATS
Competitive pressures -
As the new product launch cycles are reducing in the Leadership. It has put
Attrition Talent can't respond quickly to the needs of the niche markets that
disruptors are focusing on.
Competitors catching up with the product development -
It is facing stiff challenges from international and local competitors.

Opportunities in Online Space - Growing technological expertise of local players in the export market –
Increasing adoption of online services by customers will also enable One of the biggest threat of tie-up with the local players in the export
Attrition Talent to provide new offerings to the customers in Leadership, market for Indian Metal Company's Talent Management Dilemma is threat
of losing IPR.

Accelerated technological innovations and advances

are improving industrial productivity, allowing suppliers to manufacture
vast array of products and services. This can help Attrition Talent to
significantly venture into adjacent products.
 RECOMMENDATIONS
• Strategic Planning at Indian Metal Company's Talent Management Dilemma
It will provide the decision makers with a better understanding of market, organization, and competitors.
• for Performance Improvements
Managing and eliminating these weaknesses can drive future growth of Attrition Talent.
• Venture Feasibility, New Project Viability & New Product Launch
SWOT analysis can still help decision makers at Attrition Talent to work out the pros and cons of new project, initial viability and
long term scope keeping in the competitors’ strategy and macro environment development.
• Countering competitive Challenges
• Additional hardship pay for employees working in remote locations
• Mixed recruitment of employees from the premier educational institutes as well as good science graduates for shop floor
work
• Introducing employee referral schemes to lure talent from other organizations
• More flexibility in terms of HR policy implementation
• A well defined and objective appraisal process

By analyzing the situation of I-MET and through SWOT analysis we can set goals to achieve above considerable milestones which may
helps us to thrash the problem of attrition in the same.