CASE STUDY :

RECRUITMENT AND
PROMOTION POLICIES
 INTRODUCTION
 Incepted in 1971, Allied Technologies Ltd is a leading Public Sector Undertaking with highly skilled intellectual
personnel, most having substantial work experience in diverse areas as Technician, Operator Trainees and officers
as Management Trainees make up our organization.

 Our management ensures that each individual excels in their specific assigned tasks by working closely with them.
Only those individuals are hired who not only possess strong technical and analytical skills, high intellect, sound
work ethics and integrity.

 We are able to comprehend the Client’s business requirements, and Creative strategies in line with the vision of
the business and execute the business plan by building or implementing high quality scalable business solutions
through the use of latest cutting edge Technologies.
WHAT THE CASE IS ALL ABOUT ?
 BACKGROUND

 Inefficiency of decision making on the part of the management

 Improper Communication and Coordination

 Complicated recruitment process

 Lack of professionalism
Q1.
IF CHAUDHARI HAD BEEN AN EXTERNAL CANDIDATE,
WOULD HE HAVE GOT THE JOB?

AS AN INTERNAL CANDIDATE DID HE DESERVE TO BE

HAVE TREATED IN A DIFFERENT FASHION?
 Chaudhari met all the eligibility criteria.

 Though Chaudhari didn’t ‘deserve’ to be treated in the manner he was, owing to the
company’s recruitment policies and rules for internal candidates.

 Chaudhari had proven his ability and skills to occupy the Assistant Engineer’s position.
Q2:

DID THE MANAGEMENT MAKE A MISTAKE IN CALLING

CHAUDHARI FOR AN INTERVIEW AND SELECTING HIM
WHEN HE WAS “TOO JUNIOR” IN THE ORGANIZATION?
 Yes, the management made a mistake. They could easily have foreseen the
situation and acted accordingly.

 Since he was ‘too junior’ by organization’s norms, he shouldn’t have been

called for the interview at all.

 The real problem lies in the inter-mixing of the external and internal
candidates.
Q3

ARE THERE ANY DRAWBACKS IN THE RECRUITMENT/

PROMOTIONAL POLICIES OF THE COMPANY ?
o The Direct Recruitment channel should not be open to internal candidates, at
least in the beginning. If required, it can be opened upon unavailability of
suitable external candidates.

o This would help avoid situations like the ones mentioned in the case. There
can be an upper cutoff for the ‘relevant work experience’ criterion to fill the
Junior Engineer post.

o When specifying the requirement for relevant work experience, the

advertisement floated by the company should exactly specify the kind of
experience required.
 CONCLUSION
 Company’s biggest challenge

 Wrong decision making

 Main drawback

 Lesson learnt
 ACKNOWLEDGEMENT
This research could not have been possible without the excellent work done by our team.
All have contributed their vital roles for the complete success of this case study . We
would like to thank our Professor Dr. Deepak Subba for giving us this opportunity to
explore and understand an organization’s working capabilities and conditions regarding
Recruitment Policies.