CASE STUDY: UPTRON ELECTRONICS LIMITED

Which is more important- Recruiting or Retaining ?? UEL is a pioneering and internationally reputed firm in the industry. One of the largest firms in the country. Recruitment policy: attracts employees from internationally reputed institutes and industries by offering high salaries and perks.

Case Situation:
Co. advertised for the position of electronics engineer. 150 candidates applied. 130 appeared for test and interview. Mr. Sashidhar, an electronics engineering graduate from IIT with 5 years working experience in a medium sized electronics firm was selected. Interview board enhanced his salary by Rs. 5000 from his present salary at his request. He joined UEL on 21st January, 1997.

On the job experience: He joined the job with great enthusiasm. Found his job quite comfortable and challenging. He felt it prestigious to work with this company during the
formative years of his career.

Found his superiors and subordinates to be very friendly

and cooperative. But, this climate did not live long.. After one year of his service, he learnt about a number of unpleasant stories about o o o o Company Management Superior-subordinate relations Rate of employee turnover(especially at higher level)

But decided to stay on as per his promises to the management in the interview.. He wanted to please and change the attitude of management through his o Diligent performance, o firm commitment, and, o dedication

He started maximizing his contributions, and, the management got the impression that Mr. Sashidhar has settled down and will remain in the company.

As a result,
o Superiors started riding over him, overloaded him with multifarious jobs. o His freedom in deciding and executing was cut down to size. o He was ill-treated on number of occasions before his subordinates. o His colleagues also started assigning their responsibilities to him.

Consequently, there were imbalances in his family life,

social life and organizational life.

But, he seemed to be calm and contented. Management felt that Mr. Sashidhar had the potential to bear with many more organizational responsibilities.

CLIMAX:
To the General Manager was quite surprised to see the resignation letter of Mr. Sashidhar along with a cheque equivalent to one months salary one fine morning on 18th January, 1999. GM failed to convince him to withdraw his resignation. GM relieved him on 25th January, 1999. GM wanted to appoint a committee to go into the matter immediately, but dropped the idea later.

Think it over. 1) What prevented the general manager from appointing a committee? 2) What is wrong with the recruitment policy of the company? 3) Why did Mr. Sashidhars resignation surprise the general manager?