Case Study Uptron Electronics Limited

CASE STUDY - UPTRON ELECTRONICS
LIMITED
Which Is More Important – Recruiting or Retaining
Uptron Electronics Limited, is a pioneering and internationally

reputed firm in the electronics industry. It is one of the largest firms in
the country. It attracted employees from internationally reputed
institute and industries by offering high salaries, perks, etc. It has
advertized for the position of an electronic engineer recently. Nearly
150 candidates applied for the job Mr.Sashidhar, an electronics
Engineering Graduate from the Indian Institute Of Technology with 5
years working experience in a medium sized electronics firm, was
selected from among the 130 candidates who took tests and
interview. The interview board recommended an enhancement in his
salary by Rs 5,000 more than his present salary at his request. Mr
Sashidhar was very happy to achieve this and he was congratulated
by a number of people including his previous employer for his brilliant
interview performance, and wished him good luck. Mr Sashidhar
joined Uptyron Electronics Ltd., on 21st January, 2002, with greater
enthusiasm. He also found his job to be quite comfortable and a
challenging one and he felt it was prestigious to work with this
company during the formative years of his career. He found his
superiors as well as subordinates to be friendly and cooperative. But
this climate did not live long. After one year of his service, he slowly
learnt about a number of unpleasant stories about the company,
management, the superior subordinate relations, rate of employee
turnover, especially at higher level but he decided to stay on as he
has promised several things to the management in the interview.
He wanted to please and change the attitude of management through
his diligent performance, firm commitment and dedication. He started
maximizing his contributions and the management got the impression
that Mr. Sashidhar had settled down and will remain in the company.
After some time, the superiors started riding rough- shod over Mr
Sashidhar. He was overloaded with multifarious jobs. His freedom in
deciding and executing was cut down. He was ill-treated on a number
of occasions before his subordinates. His colleagues also started
assigning their responsibilities to Mr Sashidhar. Consequently, there
were imbalances in his family 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. So, the general manager was quite surprised to see
the resignation letter of Mr Sashidhar along with a cheque equivalent
to a month’s salary one fine morning on 18th January, 2004. The
General Manager failed to convince Mr Sashidhar to withdraw his
resignation. The General Manager relieved him on 25th January,
2004. The General Manager wanted to appoint a committee to go into
the matter immediately, but dropped the idea later.
1. What is wrong with the recruitment policy of the company?

 Easily accepting the employees demand, initially in
recruitment process.
 Offering high salaries with perks
 So as to attract the greater number of candidates to
enhance the reputation of the company.
 They should have provided an orientation period.
 Personality test could have been conducted to
know the ability of the employee to adjust with the
work.
 Employees expectation from the organization
should have been considered.
2. Why did Mr Sasidhar’s resignation surprised the G.M?

 G.M surprised because he was a dedicated
employee.
 Despite imbalances in his family, social and
organizational life he seemed to be calm and
contented.
 He never says ‘NO’ to any official work assigned to
him by seniors and colleagues.
 Company policy states that employee serve a
notice period before resigning. But Sasidhar directly
came with the resignation forgoing his one-month
salary which surprised G.M.
3. 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 the resignation. As they must have been
working in the organization for past many years
CASE STUDY – SINGER INDUSTRIES LIMITED
Suresh Kumar was production manager for Singer Industries

Limited; a Noida based electrical appliance company near Delhi.
Suresh had to approve the hiring of new supervisors in the plant.
The HR Manager performed the initial screening. On Friday
afternoon, Suresh got a call from Anil Dhavan, Singer’s HR
Director. “Suresh” Anil said, “I have just talked to a young
engineering graduate from a regional engineering college who may
be just who you are looking for to fill that supervisor job you asked
me about. He has some good work experience in a multinational
firm located in Pune, but at a lower salary level. He wants to come
over to Noida where his parents live”. Suresh replied, well, Anilji, “I
would take care of the boy”. Anil continued, “He is here right now in
my office, I am sending him to you, if you are free”. Suresh
hesitated a moment before replying, “Great Sir”, “I am certainly
busy today but I can’t afford to displease you either. Sir, send him
immediately.” A moment later, Ranga Rao, the new applicant
arrived at Suresh’s office and introduced himself. “Come on in Mr.
Rao”, said Suresh. “I’ll be right with you after I make a few urgent
phone calls.” Fifteen minutes later, Suresh finished the calls and
began interviewing Rao. Suresh was quite impressed.
The merit certificates, the best suggestion award form previous
multinational firm and Rao’s quick responses revealed the
candidate’s potential. Meanwhile, Suresh’s door opened and a
supervisor yelled, “We have a small problem on line number 5 and
need your help “Sure”, Suresh replied, “Excuse me a minute, Rao.”
Fifteen minutes later, Suresh returned and the dialogue continued
for another few minutes before a series of phone calls again
interrupted him. The same pattern of interruption continued for the
next forty minutes. Rao looked at the watch embarrassingly and
said, “I am sorry, Suresh, Sir, I have to go now. I have to catch the
train to Pune at 9 P.M.” Sure thing, Rao,” Suresh said as the phone
rang again.” Call me after a week”.
1. What specific policies might a company follow to avoid interviews

like this one?

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CASE STUDY - UPTRON ELECTRONICS

Which Is More Important – Recruiting or Retaining

Uptron Electronics Limited, is a pioneering and internationally

1. What is wrong with the recruitment policy of the company?

2. Why did Mr Sasidhar’s resignation surprised the G.M?

 The fear of facing their own flaws.

Suresh Kumar was production manager for Singer Industries

1. What specific policies might a company follow to avoid interviews

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