Case summary:

Mountway is a software company whose annual turnover of Rs 3400 million and have 950 employees.HR policy of the company is to recruit entry level posts throw external recruitment but higher levels will be covered from internal recruitment .in case of deficit of competent employee there is a option to recruit from external recruitment. An employee has to complete five years of service for each position. In 2003 a tier-II member suddenly resigned and left the organization to complete an ongoing project the company made an advertisement and calling for applications from those who had completed at least two years of experience in that or equivalent category. Mr. Guru Prasad was selected because he had four years experience and made well in interview and test. One year after his joining the job, the post of team leader in his department fell vacant as the person in that position suddenly resigned. The existing employees in the tier-II cadre did not possess the requisite years of experience for being considered. So management gave advertisement to find a suitable man for that particular post. Mr. Guru Prasad also apply for that post to consider because he has five experience including previous job and met all the specifications mentioned in the advertisement. But HR department took different views of his application and reject his candidature for the post.HR predict if they consider Mr. Guru Prasad after one year service in this company may violet recruitment policy. On the other hand he was the most junior who join in tier-II .If he got promotion other colleagues could not accept as a normal policy.

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Case characteristics analysis:

In this case we find out two characteristics. Where one is person and another is company, which we describe in bellow:

Mr. Guru Prasad:

At present Mr. Guru Prasad is a employee of Mountway software company. In 2003 he was joining in company with two years experience as a junior most staff member in the tier-II category. When his team leader resigned at the same time he applied for that post because he had already four years of experience his previous employment plus one year service in this company.

Mountway software company:

Mountway is Software Company with an annual turnover of Rs 3800 million and a staff strength of 950 employees. The HR policy of the company states that the entry-level posts are filled external recruitment, while the higher posts are filled internal source through the promotion of the existing employees.

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Problems of the case

Suddenly a post of team leader is vacant for shifting to other organization of an employee. According to the HR policy internal recruitment will be preferable first. in case of shortage of enough competent people external recruitment also be allowed. At least five years working experience is mandatory to be best fit for this post. Mr. Guru prasad who joined before one year but he has total four years experience before joining in this company.

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Question analysis of the case:

1. Did the management make a mistake by not calling a capable person like Mr. Guru Prasad, just because he was an existing employee?
Yes the management make a mistake by not calling a capable person like Guru Prasad, because he had four years of experience in his previous employment plus one in the present company, he had excellent performance in the interview and test his performance in the job was quite impressive and he had leadership skills too. As well as he is a loyal employee because there is a very possibility that he might seek to leave the company at the earliest but he didnt.

2. Are there any drawbacks in the recruitment /promotion policies of the company?
Yes, there need some drawbacks in the recruitment/promotion policies of the company, at first when the employee of the department resigned the job when company decided to fill the vacancy through external sources by placing an open advertisement but they also should consider internal sources, because there are some of impressive, good leadership skills and experienced employee had/have the company. As well as the scenario of in 2003 a tire -II member suddenly resigned his job and left the organization to complete an ongoing project, the company urgently released an advertisement for applications from those who had completed at least two years of experience but it is not correct because tire -II is not an entry level post it is also a higher post and experience need at least 5 years. Higher post is to be filled only from internal sources through the promotion of the existing employees. MR. Guru Prasad was the junior-most in his category and he was offered the higher post, all of a sudden he become the boss of tire II cadre for that reason the senior members of tire II might seek to leave the company at the earliest.

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3. What are your suggestions to rectify anomaly in the present situation? How will you avoid such situation in the future?
While tier -II team leader resigned from the company, there was a requirement to appoint the tier-II leader from the external source of the company. HR department did not found any eligible person for the post. So they have given an advertisement to fulfill the vacancy. The qualification required was 5 years of experience in the tier-II or equivalent position in the company. Mr. Guru Prasad applied for the post with 4 years of experience in the previous job and 1 year in the present job through proper channel. But the Board of director of the Mountway software company rejected his application. According to my suggestion this anomaly situation can be avoid by accepting Mr. Guru Prasads application. If so he has 4 years of experience in the previous job and 1 year in the present job. His performance in the job also very impressive, he exhibited leadership skills and he has knowledge about the companys in and out. If Board of Director appoints him we hope that he will do the job smoothly. If they appoint employee from the outside the company the appointed person doesnt know the problems of the company and would take much time to mix up with the environment of the company. If HR department publish an advertisement externally that one year may be considered for the applicant who applied through proper channel, this can help to avoid the present anomaly situation. To avoid this anomaly in future proper HR Planning is essential. For having eligible persons in the company the Board of Director must select the right person for the right job. In Mountway Software Company they always select filled higher post only from internal source. For that reason they should give at least one chance to the internal employees before recruiting from the external source for the same. It also help them to reducing recruitment and training cost, save time and motivate employees to work hard, give their best in the work place.

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Major recommendation:
Mountway Company should design well defined HR Planning where every aspect of HR has to be clearly described. Recruitment policy should be more advance and competent in future HR should concentrate the welfare of the organization as well as company policy. If HR consider the application of Mr. Guru Prasad may arise a conflict among employees and any type of conflict is not good for organization. To avoid anticipated conflict and inject new expertise in the organization HR should demonstrate external recruitment only.

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Conclusion
The Mountway Software Company has high turnover and strength employee. But they have some lickings in HP Planning. According to their HR policy the company hire for entry level from the external source and higher post from the internal source. This time they didnt found any eligible person from the internal source of the company who has at least 5 years of experience in the tier-II post for team leader so they publish an advertisement in the newspaper to recruit from external source. Mr. Guru Prasad Found himself eligible for the post with 4 years of experience in the previous job and 1 year in present job and apply for the post of team leader through proper channel. Mr. Guru Prasad is very hard working, shows leadership skills and also very impressive in his work. But the Board of Director rejected his application. They showed argument that he has only 1year experience in the company and if he appointed in the higher post from the most junior post other senior member could demoralized and leave the job. If the rejected the employee like Mr. Guru Prasad, they could lose a very eligible person of the company or demoralized this kind of employees too. So, Mountway Software Company should do proper HR Planning for the company to tried up eligible person in the company.

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