Four section mates (Kenya Fordham, Bill Ng, Sharon Sharalike, and Bjorne Tuwinn who graduated from Harvard Business School decided to meet each memorial day weekend along with their families . The location changed each year. Everyone discussed about their personal and professional lives. Tuwinn had a query which he wanted to discuss with the rest 3. Bjorne had been working for 5 years in Cookie Cutter Consultants (CCC). The query was about the policies of recruitment and promotions in CCC. Then they all sat and discussed the type of staffing done in the organization. They also discussed various problems related to staffing and promotion. They analyzed the problems like overworked and underworked staff and tried to find out a solutions to it. They discussed various aspects and also prepared a spreadsheet which contained all data of the company.
The company CCC was unable to make long term demand analysis of future so the HRM department could not predict the manpower required for the same. This case deals with the proper allocation of all manpower in CCC. The demand is to be forecasted and underutilization or overutilization of labor must not be done. The employees must not feel they are overworked.
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OBJECTIVES
To determine the proper method for staffing in CCC
To recruit sufficient number of employees
To determine and analyze promotion policies
To determine whether up-or-out policy would be beneficial.
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PROBLEM STATEMENTS
Long term estimate of demand is not calculated
Presently the partners are feeling overstretched and 10 managers are in excess.
Promotion prospect from manager to partner is very low i.e 50%
Time period for promotion from associate-to-manager and manager- to-partner is too long.
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SWOT ANALYSIS
STRENGHTS:
1. CCC recruits internally which motivates the employees 2. Up or out policy at associate level.
WEAKNESSES :
1. Long term estimate of demand is not possible 2. The time period for promotion is too high 3. New talent is not allowed as internal recruitment takes place. 4. Up-or-out policy is de motivation for the employees.
OPPOURTUNITY:
1. If promotion prospect is increased then employees will be more interested to work in the company. 2. Lateral recruitment should also take place at the manager and partner levels.
THREATS:
1. Partners are feeling over-stretched which may de-motivate them to work for the company
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ALTERNATIVE SOLUTIONS
1. The company should reduce the time period for promotion from manager to partner and that from associate to manager can remain same.
2. Promotion prospect should be about 75%
3. The company should think to recruit laterally also along with promotions at manager and partner levels.
4. 2 managers can be promoted and 8 can be demoted as there are excess managers.
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BEST SOLUTIONS
The company must go for all the above alternatives and then the staffing process can be at its best.
IMPLEMENTATION PLAN Bjorne must consider various factors while staffing process she must see the satisfaction of all employees in the process and give them a chance to keep their point also if they have any. Bjorne should have an estimate of demand and staff accordingly. Overstaffing once done can prove very dangerous for the firm. Staffing at all levels must be optimum.