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Case-Study HRM Analysis

The new HR manager at NetSol faced problems of high employee turnover and demotivation due to a lack of compensation and appreciation. Employees were not evaluated or promoted regularly and workload was high. The IT department faced a shortage of qualified applicants but would sometimes hire people with attitude issues to fill positions. This led to lower morale and more employees leaving.

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150 views6 pages

Case-Study HRM Analysis

The new HR manager at NetSol faced problems of high employee turnover and demotivation due to a lack of compensation and appreciation. Employees were not evaluated or promoted regularly and workload was high. The IT department faced a shortage of qualified applicants but would sometimes hire people with attitude issues to fill positions. This led to lower morale and more employees leaving.

Uploaded by

peter mulila
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HRM: NetSol

Casestudy

Submitted to:
Prof. Quratulain Muqarab
Submitted by:
Tahir Usman L1s12mbam2043
Usman Naseem L1s12mbam2020
Amir Saleem L1s12mbam2027
Muazzam Ali L1s12mbam0040

Section: G
Case Study with Solution

1
Case Study with Solution

Founded in 1995, NetSol Technologies (NASDAQ: NTWK and DIFX: NTWK) is a


global provider of software solutions and IT services, ranging from consulting and
application development to systems integration and outsourcing.
Since its inception in 1995 NetSol has evolved as a leading global IT solutions and
services provider catering to clients all over the world. For over a decade, NetSol
Technologies' domain expertise in Financial Services, a team of over 1000 professionals,
strategic presence in North America, UK/Europe and Asia Pacific
Netsol help to create the right foundation that accurately meets the company’s changing
needs - to help you maximize the return on investment. The main technological services
that netsol offer include Systems Integration Technology Security Business Intelligence
H.R.M department was established in 2000. Before that H.R and Admin department was
combined. Policies were made by the both of the departments. Faisal bhatti joined the
netsol as HR head about 1 year3 months ago.The selection of employee is by the
interview and criminal background of applicant is not checked. The hiring is not too
much costly for top management seats because they use internal hiring mostly. About two
year ago the turnover rate is too high which is about 18-20%.
No promotion strategy is used by net sol and the performance is evaluated twice a year
of the employee. The work load is too high and if an employee completes its given task in
a given time, he should not be appreciating by the management.
In IT department only, demand is high supply is less (applicant are less and vacancies for
IT are more) so when company finds a person according to the skills, which is required,
and if the person has some attitude problem, Netsol compromises it and hire that person.
They bear the person for their own benefits and sometime give them bonuses which
affect the other employees behavior and satisfaction level. They give compensation to
only to the IT department employees.
The employee work hard for achieving organization goals and objectives but can’t be
appreciated and he lost hope and disheart from the behavior of organization and leave the
job. So the turnover rate is too high because of their policies.
Q1: What sorts of problem was faced by the new HR manager of Netsol?

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Case Study with Solution
Q2: What would you do if you are a HR manager of Net sol?

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Case Study with Solution

INTRODUCTION
Founded in 1995, NetSol Technologies (NASDAQ: NTWK and DIFX: NTWK) is a
global provider of software solutions and IT services, ranging from consulting and
application development to systems integration and outsourcing Since its inception in
1995 NetSol has evolved as a leading global IT solutions and services provider catering
to clients all over the world. As the demand forever arises for efficient yet cost effective
solutions, NetSol has regimented itself to one guiding principle of "turning vision into
reality", which drives our commitment to deliver the best of software solutions.
For over a decade, NetSol Technologies' domain expertise in Financial Services, a team
of over 1000 professionals, strategic presence in North America, UK/Europe and Asia
Pacific NetSol provides a range of software products, custom development and
consulting services.
SERVICES

Through NetSol’s wide array of services across the entire IT spectrum, as well as
experienced resources, proven processes, and knowledge of advanced technologies,
Netsol can help you create the right foundation that accurately meets your company’s
changing needs - to help you maximize your return on investment. The main
technological services we offer, include
 Systems Integration
 Information Security
Business Intelligence
HUMAN RESOURCE DEPARTMENT
H.R.M department was established in 2000. Before that H.R and Admin department was
combined. Policies were made by the both of the departments. Due to the work load, they
were having difficulties to manage their employees.

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Case Study with Solution

Solution
Company faces the problem of demotivation and high turnover rate. The
team leader is responsible to resolve the conflicts between the employees.
Employee not feels secure at netsol due to no compensation and
appreciation. Company should motivate all the employees by appreciating,
accommodations bonuses etc. There should no discrimination among the employees. The
company should give compensation to their employees as their competitors do.
Compensation also boosts up the morale of the employees which give good results in
shape of performance. Employee performance improves which is helpful for achieving
company goals. Many companies use the compensation like bonuses, extra salary.
He appraises performance twice a year. They evaluate performance on monthly basis and
bonuses give on the performance basis. Employee work hard and improve their
performance for bonuses.
Company also compensates those employees, who complete their assigned work on time.
Company should also change the hiring policies. They should know about the
background of the applicant.
If you choose the bad impression person for job then it also affect the company reputation
and also affect other employee’s motivation and creating discrimination among the
employees.so it is the main responsibility of HR manager to select the employee of good
job background. They use right tools for the selection process. The HR has authority to
choose the person because he knows about the job analysis. They don’t use the agencies
for the jobs, because they hire on top vacancies inside the organization. They have to
train the new employees and also train the old employees for top vacant positions. They
should train employee regarding to the IT department, for time being the post is vacant
the employee should fill the seat for a while, if you already train your employees
regarding IT the new applicant not show the attitude and then employee discrimination
not grow. At end the compensation, training and right method of hiring will motivate the
employees and also help the right person for right job too.

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