Case study of HCM.

1. RECRUITING OR
RETAINING
Which is more important?
MANASHA M
MANASHA N
NAVAMI
RADHIKA M
VAISHANAVI PISE
PINKEY GUPTA

2. Employee Retention
• Employee retention refers to the ability of an
organization to retain its employees.
• Employee retention can be represented by a
simple statistic.
• for example, a retention rate of 80% usually
indicates that an organization kept 80% of
its employees in a given period.

3. Importance of Retaining.

4. Employee Recruitment
• The process of finding and hiring the best-qualified candidate for
a job opening, in a timely and cost effective manner.
• The recruitment process includes -
1. analyzing the requirements of a job,
2. attracting employees to job
3. screening and selecting applicants
4. hiring, and integrating the new employee to the organization.

5. 1.In efficiencies: Some recruitment spend time using search and
recruiting tools that do not lead to better quality candidates.
2. Internal: Narrow Ideas: Companies that use internal- only
recruitment restrict potentially better- qualified candidates from
outside the company.
3. External: Time and Expense: To recruit externally, you have to
invest money in marketing and advertising for the position.

6. Introduction of the case
• Mr. Sasidhar was recruited in Uptron Electronics ltd,
which is considered to be one of the reputed company
with attractive salaries, perks etc.
• After certain time in job, Mr. Sasidhar hear rumors‘
about employee retention at higher level.
• Ignoring all rumors’, he give his full dedication to his
job.

7. • Superior started droning rough-shod with over-
loaded multifarious jobs along with cut down in
decision making and ill treated by seniors in front
of juniors.
• After this the colleagues and juniors also started
assigning their responsibilities to Mr. Sasidhar.
• Due to all work load and ill treatment , his family,
social and organizational life got imbalanced.
• He resigned his job with one month cheque to the
G.M. which surprised the administration.
• The administration tried to retain him but failed to
do so.

8. Questions
• What prevented the G.M. from appointing a
committee?
• The fear of facing their own flaws
• Company reputation will go down
• He did not want to lose the employees who were
behind this resignation. As they must had been
working in the organisation for past many year

9. What is wrong with the recruitment
of the company?
• Offering high salaries with perks.
• Easily accepting the employee’s demand, initially, in
recruitment process.
• So as to attract the more no. of candidates to enhance the
reputation of the company.
• They should have provided an orientation period before
recruiting the employee.
• Personality test could have been conducted to know the
ability of the employee to adjust with the work
• Employees expectations from the organisation should
have been consideration.

10. Why did Mr. Sasidhar’s resignation
surprised the G.M.?
• Because he was the dedicated employee
• Despite imbalances in his family ,social and
organizational life , he seemed to be calm and
contented.
• He never used to say ‘NO’ to any official work
assigned to him by his seniors and colleagues.
• Company policy states that employee serve a
notice period before resigning. But Sasidhar
directly came up with resignation foregoing his one
month salary which surprised G.M.

11. Conclusion.
• Finally we can say that retaining is much more important
than recruiting. What's the use and benefits of recruiting
quality employees if they can't be retained by the
organisation in the proper manner.
• The purpose of recruitment is fulfilled. When the
employees selected from a part of qualified applicants are
retained in the company by keeping them satisfied in all
aspects.
• They must be provided with better working conditions,
better pay scales, incentives, recognition, promotion,
bonus, flexible working hours etc.
• They should treat the employees as co- owners and
partners of the company.