INDIAN INSTITUTE OF TECHNOLOGY ROORKEE

Case: To Plan or Not to Plan

Submitted to
Prof (Dr) S.Rangnekar
Department of Management Studies
Indian Institute of Technology Roorkee
 INDIAN INSTITUTE OF TECHNOLOGY ROORKEE

BHAGYESH DHATRAK RAHUL KUMAR

Mob: 8652419246 Mob: 8839621187

B.E.(Computer Engineering) B.E(Mechanical

RAIT, Navi Mumbai Engineering)
LNCTE,Bhopal.
Coordinator Media and PR
Cell DoMS, IIT Roorkee. Project Manager at
Secretary of Computer Society Divyang Ek Umeed
of India – RAIT (2016-17)
 INDIAN INSTITUTE OF TECHNOLOGY ROORKEE

DEVESH SINGH PRATHAMESH PITTULE HIMANSHU

Mob: 9891211037 Mob: 9923449039 AGRAWAL
Mob: 9891211037
B.tech (ECE) B.E (Power Engineering) B.tech (CSE)
RKGIT, Ghaziabad NPTI, Nagpur ASET, NOIDA
Worked as a sales and Product development Worked as a sales and
marketing intern at the
Internship at ChapterApps marketing intern at the
Outlook Group for 1
Inc. Outlook Group for 1
month
month
Medical Transcription
Medical transcription, also known as MT, is an allied health
profession, dealing with the process of transcribing voice-recorded
medical reports that are dictated by physicians, nurses and other
healthcare practitioners.

It plays a very significant role in the healthcare industry by saving

physicians and other medical professionals a great deal of time and
effort and allowing them to focus on patient care.

Medical transcription is needed for a wide variety of reports

including history and physical exam reports, patient discharge
summaries, emergency room reports, x-ray reports, operative
reports, and chart notes.

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The Medical Transcription Process

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ZEE BAY INC.
“Confidential and Accurate Transcription that Meets Your Deadlines.”

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 CASE OVERVIEW
• Zee Bee Inc. is a medical transcription firm in India.
• It caters to the medical outsourcing requirement of American
medical sector.
• Five distinct value propositions for clients based on competitive
price, fast time, 100% accuracy, quality, outputs and security and
confidentiality.
• It had been a ‘boutique BPO’ (few high paying customers with very
high-quality requirements).
• Sales team in US had been facing lot of difficulty with selling Zee
Bay services at current prices because bigger players were selling
at a loss to win customers.
• Management team had come to only conclusion that there was no
way that current model will sustain and they needed to expand.
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CASE OVERVIEW
Strategy to Expand with acquisition:
• Based on the strategy team inputs Raikar, the promoter was
looking at a near-shore acquisition to get an advantage over the
Indian competitors. But he could not find any company.
• Kumar the Strategic Head and CFO had not given up, he was
searching firms in south India which were endowed with small
transcription shops.
To hire people or vice-versa:
• Manish Tandon had a tough job at hand. They didn’t know
whether there will be acquisition for sure or not.
• Business slow down had hit the US markets.
• More medical firms optimizing the cost and outsourcing the work
to good quality players had projected 45% rise in orders.
• He feared if the orders did not follow the projection then he will
have no option other than to let employees go.
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 CASE OVERVIEW
• For projected increase in revenue, Zee Bay would have to quickly
build a team. They would need transcriptionists, proof-readers,
team leaders, shift supervisors and programme managers.
• The Problem is that there is nothing fixed - don’t know whether
they will get business. If they get business they don’t know the
areas that they would need expertise in. No idea about the future
rates they will get.

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 Steps for effective HRP
• Step 1:Environment scan: Environmental scanning is a systematic
monitoring of the major forces influencing the organization and
these forces are external as well as internal to the organization.
• Step 2:Forecasting demand of manpower: The demand of
manpower is based on an interpretation of the organization's
business plans. The HRP team must learn how to forecast the
demand of labour by studying various established reports specific
to the relevant sectors they belong to.
• Step 3:Forecasting supply of manpower: HR can do the
forecasting of this demand with the help of many tools and
methods. These methods could be classified into two—
quantitative methods and qualitative methods.

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Steps for effective HRP
• Step 4:RAG analysis (required, available and gap): This analysis of
the gap identifies the potential surplus and the shortage of the
employees’ competencies and skills.
• Step 5:Plan of action:The plan should provide a set of specific
measurable implementation plans and ‘road maps’ of how the
business strategy can be achieved through manpower.
• Step 6:Control and assessment: This stage helps in monitoring the
plan over a period of time. Any digression from the plan is
identified and necessary actions are taken

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 Right The number Right As soon as
which fills the there is a
number vacancies.
time vacancy.

With Where
Right necessary
Right qualifications
kind qualities. place match the job.

Economically Doing a job

worth the salary
most useful
paid.

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Workforce planning has two major facets:

• Operational workforce planning looks at the short-term–

typically 1-2 years out–and helps the organization map existing
skills, capabilities, and resources back to more near-term
requirements.

• Strategic workforce planning addresses not only the number of

people required to execute the business strategy, but looks at the
skills and capabilities those individuals will need in the long-term.

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Job categories
• These are the main categories of the hires required
– Transcriptionist
– Proof Readers
– Team Leaders
– Shift Supervisors
– Assistant Managers
• Skill Requirements

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Demand Forecast for the operational
requirements
Numbers as per the requirements of the company given in the
case
• Currently employed = 550
• Attrition rate= 50%
• Increase in order expected = 45%
• Needed Workforce as per the future orders= 550 + 248 =
798
• Keeping attrition in mind New Hires = 275 + 248 = 523
• Minimum required hire in case there are no new clients as
well as no new business as expected = 275

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Strategic Workforce Planning
• Zee Bay wants to acquire a near shore firm for further
expansion of the operations
1. Acquisition should be of a mid level startup, or a small player in the
market.
2. Firm should have technologies and operational focus on emerging
markets like India.
3. Local firm will help to expand the sales potential of the Zee Bay Inc as
a whole.
4. Both the parent and the acquired firm would be able to leverage the
operations of each other to better adapt to the changing market
dynamics.

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Ways to reduce attrition at Zee bay
to industry standards
Performance Incentives:
Giving employees a choice of rewards
Personal Health Care
Subsidized Food and Transportation
Company Leased Accommodation
Recreation, Cafeteria, ATM and Gym
facilities
Loans
Bonuses and incentives are paid after every quarter if the employee sustains
in the organization
Rewards are as different as the people who receive them and it doesn't make
sense to give rewards that recipients do not find rewarding.
Some of the BPOs provide the facility for extensive health check-up, like
Group Medi-claim and Personal Accident Insurance Scheme.
BPOs provide transportation facility to all the employees from home till office
at subsidized rates or even at zero cost.
Some of the companies provide shared accommodation for all the outstation
employees.
The recreation facilities include pool tables, chess tables and coffee bars. BPO
companies also have well equipped gyms, personal trainers and showers at
facilities.
BPO companies provide loan facility on different occasions like medical
emergency, wedding, also new recruits are provided with interest free loans
to assist them in their initial settlement at the work location.
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Design Thinking in HR

• Design thinking is best known as a creative approach to problem

solving that leads to innovative solutions that work better for
people.
• Design Thinking was mainly used in product design industry.
However today, it is used in many other industries, including HR
and recruiting. As recruiting trends are changing rapidly, more and
more companies have started applying Design Thinking approach
to HR.
• Design Thinking can be applied to every aspect of HR.

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19
Applying Design Thinking to HR
There are a few basic Design Thinking principles that can be applied
to the HR and recruiting industry.
Five principles of Design Thinking include:
1. Human-centered design: In order to improve recruiting efforts,
attract better candidates, get more qualified applicants
and improve candidate experience we need to focus on the job
seekers.
• Now, it is all about the candidates, their needs, wants and
expectations. It is not only about the companies and their hiring
needs any more.

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• Employers that understand what the candidates are looking for,
have the most powerful weapon for winning the “War for Talent!”

A design thinker must have answers of these questions :

• What do employees experience on their journey from getting
hired to leaving the company?
• What does a great employee experience look like end to end?
• How can HR help build human centered design principles
throughout the organization?

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2. Collaborative Design:
• In HR, collaboration from both your employees and candidates is
extremely important.
• Current employees are biggest brand ambassadors of an
organization. Candidates and job seekers trust their words the
most. If you put your CEO’s testimonial on your career site about
how great it is to work for your company, no one will care about
that!
• It has been proven many times that referred candidates are also a
good source of new hires. Many organizations have implemented
an employee referral program.

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3. Creative Problem Solving
• Being creative is not an option any more. It’s a must! This is why
many new disciplines have recently been introduced to the HR
industry. There is Recruitment Marketing, Inbound
Recruiting, Social Media Recruiting, Candidate Relationship
Management, Data-driven Recruiting and many others.
• All these methods are required because Talent Acquisition is
completely different than it used to be 5 years ago,
because candidates’ behaviors have changed dramatically,
because new technology has been introduced, and because
employers know that the shortage of talent will keep getting
worse.

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4. Prototyping
• This is another great DT principle that every recruiter should
follow when trying to optimize his or her Talent Acquisition
strategy. If you got stuck with the same recruiting strategy for
years, you are already behind.
• Try using different career site content, videos, employee
testimonials, shorter and longer application forms, social
recruiting on various channels such as Facebook, Instagram and
LinkedIn, making selection process shorter, mixing up
different interview questions, and using various types of HR
software.

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5. Testing
• Brainstorming, ideating, creating various solutions and
prototyping make no sense if they are not tested. The goal of
every DT process is to come up with a solution that best suits your
needs.
• Identifying the best solution is not possible without testing. New
HR technology has enabled us to measure every single step of
Talent Acquisition strategy.

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Review of Educational Research
International Journal of Managerial Studies and Research (IJMSR)Volume 4, Issue 1,
January 2016, PP 72-77 ISSN 2349-0330 (Print) & ISSN 2349-0349 (Online)

• Title - A Study on Strategic Human Resource

Management in Organizations at Oman .

Authors:
Dr.M.Nasrin Sulthana
Lecturer and CRE Coordinator, Gulf College, Mabaila, Oman
Zuwaina Mohammed AL Amri, Zainab Lallbaksh Al Raisi, Amal Juma Alhasani,Laila Salim Al Farsi
(Special Need) Students, Gulf College, Oman

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Abstract

The topic Strategic Human Resource management will help

the organizations in Oman to develop the competency skills of
the personnel working in their organization. Sample sizes of
120 employees were chosen using simple random sampling
technique. Descriptive analysis is followed us research design.
Inductive approach as research approach is used which help
the researcher to draft the theory on the analysis and survey as
research strategy is used in this study. Primary data is obtained
through questionnaire and secondary data through journals,
books, internet and newspapers.

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INTRODUCTION
• Human resources planning should serve as a link between
human resources management and the overall strategic plan
of an organization.
• Aging worker populations in most western countries and
growing demands for qualified workers in developing
economies have underscored the importance of effective
Human Resources Planning.
• As defined by Bulla and Scott, human resource planning is
‘the process for ensuring that the human resource
requirements of an organization are identified and plans are
made for satisfying those requirements.

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Contd..

• Reilly defined workforce planning as: ‘A process in which an

organization attempts to estimate the demand for labour and
evaluate the size, nature and sources of supply which will be
required to meet the demand.
• Human resource planning includes creating an employer
brand, retention strategy, absence management strategy,
flexibility strategy, talent management strategy, recruitment
and selection strategy.

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RESEARCH OBJECTIVE
• To identify the effective planning strategies of human
resources who involve in the development of skills
• To analyse the competencies in the long term as an input for
optimal use of human resources in the system
• To evaluate the strategy related to human resources for the
organizations in Oman.

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RESEARCH METHODOLOGY
• Data collection for this study was performed by using mailed
questionnaire. The questionnaire consisted of two main
parts. The first part consists of questions relating to HRM
practices.
• The second part sought information on the respondent firm’s
competitive strategy. This part is based on Dess and Davis’s
(1984) 21 item instrument .
• Respondents were asked to describe the importance of
these 30 competitive methods for their organizations .
• A 5 point Likert scale, with ‘1’ indicating that a particular
competitive method is not important at all and ‘5’ indicating it
is very important’ was used to measure the importance of
these competitive methods.

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DATA ANALYSIS AND INTERPRETATION
Shrm Increases the Shrm Give
Shrm Importance
Give toto
Importance
Productivity Employees
Employees

Shrm Can
Shrm Can Be
Be Implemented
Implementedby Organizational Success
by Qualified
Qualified Staffs
Staffs

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FINDINGS AND SUGGESTIONS
• From the above study it is clearly depicted that organization
expect the workers to increase productivity more as 70% of the
respondents say that the organizational goal is to increase
productivity.
• 70% of the employees say that organization give importance to
employees. It is true as they were provided on the job and off the
job training to make their competencies skills strong so that they
will not face any difficulty during the work.
• 90% of the respondents agreed that the employees recruited for
implementing SHRM were qualified professionals.
• 100% of the employees feels that the organization will get success
due to implementation of strategic Human Resource Management.
• The researcher suggested that the strategic plan should not be
reinforced on the employees rather that slow revolutions make into
big success.

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CONCLUSION
• The study addressed the issue of strategic planning of HR,
which is one of the core activities and practices performed by
the HRM in all types of institutions.
• Through it estimates future needs of the organization from
HR to serve the requirements of achieving their goals.
• The development of a future strategy based mainly on a
study the volume of work specified in the organization's
strategy and compare it with the power and the possibilities
of future human resources.
• Determines whether they need additional work force and
what is unique and skills required to accomplish the work
required in the future or that it has a surplus for the need of
human resources.

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Author- D. K. Bhattacharya
Publisher: Excel Books
Language: English
ISBN-10: 935062057X
ISBN-13: 978-9350620571
Abstract:
The book aims to fulfill the need for MBA course on
HRP and also for the practitioners as a reference
manual to help successful HRP practice in
organizations.
Contents Include: Human Resource
Management/Human Resource Policies and
Strategies/Strategic Human Resource
Planning/Human Resource Planning/Human
Resource Planning Process/Productivity, Technology
and HRP/Job Analysis, Description, and Job
Evaluation/HRP, Recruitment, Selection and
Induction/Career Planning.

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Author- Deenita Pattni
Publisher: CreateSpace Independent
Publishing Platform (June 13, 2017)
Language: English
ISBN-10: 1544256787
ISBN-13: 978-1544256788

Abstract:
Recruitment Gems Uncovered is a simple yet
impactful guide for recruitment and sales
professionals who want to reach optimum results
and earn the kind of the money they dream of
making. By adopting the proven techniques
described inside this book, you will experience a
transformation that will take you from good to
GREAT – guaranteed!

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