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HRM Case Study: Strategic Human Resource Management

757 Words4 Pages

HRM (2014-2016) TERM V MID TERM
STRATEGIC HUMAN RESOURCE MANAGEMENT
Name: Anshu Koul Roll No: H14132

Instructions: Please write/type within the space assigned. For e.g.: for Q1 and Q2 the answers shouldn’t go to page 2.
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1. What do you think could be the possible issues/problems faced by HR post the integration of XLTech and Resilient Consulting keeping transaction cost economies perspective at the forefront?

Problems faced by HR post integration: changes in Compensation structure based on changes in accountability of solutions and products teams post merger, selection and firing cost, contract renewal. These issues form the crux of the costs. When these businesses merged then for the HR monitoring and controlling …show more content…

For XL Tech, the values could be being extra competitive, aggressive while pushing the product, having a sound technical knowledge confined to the product, maintaining client relationship. For Resilient on the other hand a thorough knowledge of work environment, processes and systems is a must. The product firm driven by sales has its values centered on reaching the client and pushing for product sale. The solutions and consulting firm have its values driven by client feedback and satisfaction of the clientele. The integration can be achieved by training the workforce accordingly. Incentivize the teams to work in groups – sales team to bring more new clients and solutions team to take care once contact has been …show more content…

Is Trigestis a one off success case? Which HR subsystem actually in your opinion influenced the success?
This case reflects strong coherence between sales force and consultants. It can be a result of proper selection. May be the team was selected in a way that complimented each other’s work (instead of complaining) which can happen only if the people in respective teams have some work experience. Also, this case in particular could be a result of one on one mapping based on prior clientele experience that the people in question had.

5. What should be the focus at XLtech to tackle the current issues being faced w.r.t the five components of HR Strategy namely: Talent Acquisition, Talent Engagement, Performance Management, Total rewards and Training and Development?

Talent Acquisition: Creating positions that will cater to the demand of increased collusion and interaction between the products (sales) and the solutions (consultants) teams. These positions may be filled using internal labor market.
Talent Engagement: The existing workforce to be made aware of the issues regarding the change in product lines – from individual products/ solutions to bundled services (combined products & solutions).To engage them use workshops, training modules where representatives from each cadre would function in unison, tweak incentive structure to promote

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