Human Resources Management Case Study: Strategic Human Resource Management

HRM (2014-2016) TERM V MID TERM

STRATEGIC HUMAN RESOURCE MANAGEMENT

Name: Deepak Gupta…………………………… Roll No: H14023……………………… 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?

As the company’s future sales strategy is evolving (cross selling of product & solution offerings) for growth, issue was to communicate the same in right way to all employees. Possible issues are:

I. Cross selling transaction cost. Cost of selling product/services

XLTech sales rep were of non-aggressive behavior while at resilient it was more of an aggressive kind entrepreneurial culture. It was unique in the way they both treated their clients/customers and sold their offerings to them. For Resilient, Services being in the growth phase, entrepreneurial culture was important along with understanding customer insights and selling value (utility) based offerings to Resilient clients while for XLTech clients they had predicted demands and customer behaviours. To integrate the two, HR needs to establish behavior norms and establish what’s new and what’s old. Combine sales rep and consultants in solutions team that would face client. Train each of them in cross skills and cross selling with purpose of higher value for customer. Define their roles distinctly to get new and repeat client business. Customer should get the best experience from the team without losing old experience. Define measurable metrics to measure these set/expected behaviours and include them in total rewards plan. Consider making successful account manager-consultant partnerships as cultural ambassador.

3. When such acquisitions take place, what happens to the value system of organizations involved? Do you think one overpowers the other or they hold the middle ground? Justify your

Is Trigestis a one off success case? Which HR subsystem actually in your opinion influenced the success?

Yes, it seem to be the one off success case, given the limited case facts about multiple teams. In my opinion retaining the right talent/Talent Management and Total Rewards HR subsystems influenced it the most. Change management at individual level led to the successful partnership. Both Trishit and Chandashekar could understand the broader picture and organizational sales strategy and brought in more business by collaboration.

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: In initial phase, company may build a new salesforce and account reps who understands solution based sale and customer insights. Product selling skills are just not enough. Objective can also be achieved by T&D.

Talent Engagement: Key talents from both side consultants and sales rep can be paired up to form successful teams. Engage teams in identifying top valuable customers and designing value solutions for them. Engage top senior people along with Trishit and Chandrashekar to train more such