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    S & S Law Firm

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    Gaurav Kumar
    S & S Law Firm is experiencing high attrition at its Bangalore branch. Sinha, head of the Bangalore branch, met with senior managers to understand the reasons. They identified issues like the lack of an HR department and centralized organizational structure. Younger staff complained about the lack of meaningful feedback and career development support. Recommendations included performance feedback programs, mentoring for career planning, and employee benefits to improve retention. Convincing top management of the need for an HR department and decentralizing the organizational structure could help address the issues.

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    S & S Law Firm

    Uploaded by

    Gaurav Kumar
    316 views10 pages
    S & S Law Firm is experiencing high attrition at its Bangalore branch. Sinha, head of the Bangalore branch, met with senior managers to understand the reasons. They identified issues like the lack of an HR department and centralized organizational structure. Younger staff complained about the lack of meaningful feedback and career development support. Recommendations included performance feedback programs, mentoring for career planning, and employee benefits to improve retention. Convincing top management of the need for an HR department and decentralizing the organizational structure could help address the issues.

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    S & S LAW FIRM

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    S & S Law Firm is experiencing high attrition at its Bangalore branch. Sinha, head of the Bangalore branch, met with senior managers to understand the reasons. They identified issues like the lack of an HR department and centralized organizational structure. Younger staff complained about the lack of meaningful feedback and career development support. Recommendations included performance feedback programs, mentoring for career planning, and employee benefits to improve retention. Convincing top management of the need for an HR department and decentralizing the organizational structure could help address the issues.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    316 views10 pages

    S & S Law Firm

    Uploaded by

    Gaurav Kumar
    S & S Law Firm is experiencing high attrition at its Bangalore branch. Sinha, head of the Bangalore branch, met with senior managers to understand the reasons. They identified issues like the lack of an HR department and centralized organizational structure. Younger staff complained about the lack of meaningful feedback and career development support. Recommendations included performance feedback programs, mentoring for career planning, and employee benefits to improve retention. Convincing top management of the need for an HR department and decentralizing the organizational structure could help address the issues.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    of 10

    CASE ANALYSIS

    S & S LAW FIRM

    GROUP 11
    SUSAN BANGERA
    SUMMIYA SAIFY
    SURBHI AGARWAL
    SONAM SHARMA
    SAUMYA SAURABH
    SIDDHARTH KAUSHIK
    CASE OVERVIEW
    • S & S Law firm, Head Office at Delhi
    • Sinha , to head the Bangalore branch
    • Witnessed high attrition rate, Sinha to find
    out the reasons
    • Salary not a problem since firm’s salary
    structure is competitive
    •
    •
    •
    CASE OVERVIEW CONTD.
    • Sinha meets four Senior Managers and
    takes their recommendations
    • Gowda and Krishna (senior managers)
    provide their feedback
    •
    •

    ISSUES
    • High Attrition Rate
    • Company lacks HR Department
    • Idea of HR Dept rejected by the Top
    Management
    • Dominance of the HO- Centralised
    Organizational Structure
    REASONS FOR HIGH
    ATTRITION RATE
    • Younger Staff lacks dedication and fails to
    appreciate career opportunities
    • Complaints about the lack of meaningful
    feedback on their performance
    • Lack of sponsor in the Organization to
    assist with their development
    RECOMMENDATIONS FOR
    RETENTION
    • Conducting Retention Management
    Programs
    üProper Performance Feedback
    üMentoring System-Impetus on Career
    Planning
    üProvide Employee Benefit Schemes
    NEED FOR AN HR
    DEPARTMENT
    • HR Planning Team-Research Team
    • Cheer Leader Role
    • Fire Fighter Role
    • Trouble Shooter Role
    • Police Role
    • Employee advocate/Corporate conscience
    role
    • Consultant role


    CONVINCING TOP LEVEL
    MANAGEMENT

    • Retention is better than Recruitment


    • Retention builds Loyalty
    • Company image
    •
    •
    ORGANIZATIONAL
    STRUCTURE

    • Decentralization - Reduced
    dominance of Delhi HO
    • Forming SBU
    • Departmental Customization
    •
    •
    •
    •

     THANK YOU

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