Case Study providing a solution for HRM problem

Solutions and strategies for Human resources and management

1. Case Study 3 Fenny Thakkar Ishan jain Sreshta Das Misha PUri

2. Ramesh is running Engineering Workshop in Hyderabad. He is having a respectable number of Orders from Public Sector undertakings. Suddenly One of the Engineer left the job without intimating Ramesh. He is facing difficulties to clear the backorders as machining is one of the critical areas where he does not have knowledge in planning and execution. He wants to fill the post on an urgent basis. He does not want to spend much on advertisements. He is also not aware of how to fill the candidate through social media. As an HR Manager, how do you tackle this situation to fill the post urgently and at the same time reasonable cost and affordable pay package? Problem Statement

3. 1. Leverage Existing Network: Internal referrals:  Encourage existing employees, especially those satisfied with their work environment, to recommend qualified individuals from their network. Offer an incentive for successful referrals. Previous applicants:  Review applications from previous job openings for similar positions. If any qualified candidates are still available, reach out to them to gauge their interest. Industry contacts:  Connect with Ramesh's professional network, including suppliers, clients, and other workshops. Inform them about the open position and seek recommendations. Here's how to tackle the situation as an HR manager for Ramesh's workshop:

4. Online job boards:  Utilize free or low-cost online job boards specific to the engineering or manufacturing industry. Highlight urgency and the specific skill sets required in the job description. Social media:  Leverage Ramesh's company page or his profile (if professionally appropriate) on platforms like LinkedIn or Facebook to share the job opening. Encourage sharing within relevant groups or communities. Local engineering colleges:  Build relationships with local engineering colleges and inquire about final-year students seeking job placements or recent graduates looking for their first opportunity. 2. Utilize Free or Low-Cost Platforms:

5. 3. Emphasize Non-Monetary Benefits: 4. Streamline the Interview Process: Learning and development:  Highlight opportunities for growth and skill development within the workshop. Emphasize the chance to gain practical experience in a niche field. Positive work environment:  Describe the workshop's work culture and values, focusing on aspects like teamwork, open communication, and a supportive atmosphere. Flexible work arrangements:  Consider offering flexible work options, if possible, to attract candidates seeking a better work-life balance. Conduct phone or video screenings:  This saves time and allows initial evaluation without scheduling in-person interviews for every candidate. Focus on essential skills:  During interviews, prioritize assessing the candidate's core machining skills, practical knowledge, and willingness to learn. Offer a probationary period:  This allows both Ramesh and the candidate to assess suitability before a full-time commitment.

6. 5. Transparency and Communication: Be upfront about the salary and benefits:  Communicate the offered compensation package and any benefits included to avoid unrealistic expectations. Explain the urgency:  Inform candidates about the need to fill the position urgently and the timeline for interviews and selection. Maintain communication:  Keep all candidates updated on the application process, even if they are not selected, to maintain a positive brand image

7. CONCLUSION By implementing these strategies, Ramesh can attract qualified candidates without incurring high costs and fill the vacant position efficiently. Remember, sometimes, highlighting a positive work environment, learning opportunities, and flexible work arrangements can be just as enticing as a high salary, especially for young professionals seeking a good starting point in their careers.