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Name of the case

AA1

Recruitment of a star

Name or names of
the person created
the final output
Archana Nair
(16S507)
Mahashweta Jha
(16S525)
Naresh O. Heda
(16S528)
Ninad Bhise
(16S532)
Sanket Modh
(15F343)

Problem Statement
In what ways, can Stephen find a replacement for Peter

Problem is addressed
system level.

EA
Factor (Political, Economic, legal etc.)
Political: None
Economic: Increased job changes

Social: High requirements from the

candidates

Technological: Technical demands

Implications on the problem

Increased changes in jobs make it
hard to find suitable candidate and
the costs associated with them could
be higher than the expected. This can
increase the economic load on the
company.
Job demanded high qualities which
included high stamina and client
interaction moreover average age to
retire from this job is 45/50. These
specific requirements eliminate more
options and makes the job of finding
right candidate more complicated.
Job demanded updated knowledge of
technologies and moreover wanted
extensive use of the technologies in
the research. These demands seek the
meticulous features among the
potential candidates and can
eventually rule out the option of
seeking someone without expertise in
the technical skills.

Legal: None
Ecological: None

SWOT

Strength
a) Strong organizational culture
b) Low attrition rate
c) Team based working pattern
d) Senior analyst assisted the
juniors
e) Rewards were given to the
individual as well as the team
thereby following equity in the
company

Weakness
a) They rely on third party for
recruitment
Due to strong culture followed by the
company, it is difficult to find people
who can adjust and work accordingly

Opportunity
a) They have a deal coming up
with Power Chip company

Threat
a) High dependence on one
semiconductor research analyst

Factors and Critical Factors

Factors

Critical factors in order of their priority

for developing options
Capable of making relationships with A team player who manages his/her
the sales team, the traders and the
team well and can provide guidance
clients.
to his subordinates and junior
A team player who manages his/her
analysts.
team well and can provide guidance Industry expertise and with great
to his subordinates and junior
communication skills

Capable of making relationships

analysts.
Very fine analytical skills
with the sales team, the traders and
Can maintain a good contact with
the clients
Very fine analytical skills
the upper management
Industry expertise and with great
Can maintain a good contact with
communication skills
the upper management
Ambitious Institutional investor with Ambitious Institutional investor with
a lead ranking
a lead ranking

Maintains a network within the

industry

Maintains a network within the

industry

Analysis of the Critical Factors

Team Player Attitude:
RSH takes pride in its work culture and considers it as its competitive advantage.
The team player approach for the company has been imbibed by the company
and it makes teams work efficiently to achieve their common goals. Also, the
horizontal structure of the organisation supports the argument that working
collectively is the key skill required in such an organisation and hence a critical
factor.

Industry Expertise:
With the upcoming PowerChip deal, industry expertise becomes very crucial. A
performer with great industry experience who could lead the team. On the other
hand, the new hire will take a longer time to get accustomed to the work and
hence prove to make loss for the company, hence an employee who is adapted
to the industry should be hired.

Constraints:
Constrai
nt No
1

What is the constraint?

Giving a fixed salary in the
volatile Semi-conductor industry
is risky

How does it affect your

options?
It cannot provide a very fixed
high compensation to the new
hire

Options 1
David Hughes as a senior analyst permanently

Pros:
a) Remarkable credentials with 15
years of work experience.
b) Topped the industry with 1st four
times, 2nd five times and 3rd or
runner-up for six times
c) Great industry expertise and
very good interpersonal skills

Cons:
a) He has on the maturing stage of
his professional career and may
not prove to be very efficient.
b) Wants a guaranteed
compensation for two years

d) Builds relationships with client

e) Good analytical skills and
excellent reputation.

Options 2
Seth Horkum as a senior analyst permanently

Pros:
a) Highly accessible and responsive
b) Works for long hours to finish
projects which shows his
dedication
c) Willing to travel
d) Good stock picker
e) Loyal to his firm
f) Close contacts at PowerChip

Cons:
a) Needs to improve his report
writing skills
b) Very eager to please other

Option 3
Gerald Baum as a senior analyst permanently

Pros:
a) Technology analyst
b) Ranked 11th in spite being in the
industry for only 18 months
c) Good industry knowledge

Option 4

Cons:
a) Diminishing novelty of his work
b) Not punctual
c) Does not treat his subordinates
well
d) Negative attitude towards his
current workplace

Retain Reena as a senior analyst permanently

Pros:
a) Well versed with organizational
culture
b) Hard working
c) Technological skills

Cons:
a) Lacks experience
b) Introvert

Option 5
Sonia Meetha as a senior analyst permanently

Pros:
c) highly motivated
d) enthusiastic about delivering
results
e) accurate in stock picking
f) punctual
g) recognized as up and comer
h) emphasized on the culture of
organization
i) ambitious towards career
j) global market knowledge and
good connections with top
management of few companies

Cons:
a. prior experience at a small firm
b. transition to a big firm might be
difficult
c. might not be comfortable in
travelling
d. might show lack of flexibility

Selected Option No: 2 (Seth Horkum as a senior analyst permanently)

Reaso
He is more experienced.
n1

Reaso

Good stock picker and has contacts with Power Chip

n2
Reaso
n3

He has worked for the bigger boutique and not worried about
the compensation

Action Plan:
Stephen should select the Seth because of the above reasons. The repercussions
of his could be seen in terms of Craig. This decision will make him upset but his
attention can be moved in other direction by asking him to look into other
options.
Seth needs to write more reports and this can be solved by giving him training
present in the RHS. This will make Seth more efficient in the work.
Since, the semiconductor industry is going to face the problems in coming 12-18
months, a long-term contract is needed which will make sure that Seth remains
with RHS even in the worst conditions.