From Offer Letter to

Resignation Letter
Submitted By
Group 4, ePGPx04

ABHISHEK BARE
G A N G A D H A R H O TA
KAPIL ARORA
MONICA BURA
RACHARLA SANTOSH KUMAR
S A N D E E P S A N G WA N
 Brief about Green Breed Consulting (GBC) –
oA consulting firm in India concentrating on five main service lines: Audit,
Financial Advisory, Enterprise Risk, Tax, and Management Advisory.
oA provider of human capital and talent management consulting.
oDeepak Kapoor served as a Global Head of GBC for Organizational and
People Development Advisory
Brief about Ananya Kashyap –
Case Synopsis
o A bright student, Academic Scholar having won Gold Medal
o PhD from a University in UK
o Willing to continue studies post office time
The case discusses about Ananya Kashyap’s journey from being
selected as a consultant for GBC till the day of her resignation and the
multiple challenges she faced due to several resource management
issues in GBC.

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 •Delay in Receipt of Offer letter despite Joining on a low salary
•Lack of Formal Induction
•Missing clarity on Roles and Responsibility
•She was promised to get research based projects but was forced to do
administrative tasks

Ananya’s •Strange disconnection with Mr. Kapoor who promised to mentor her
•Less time and Interest shown by Direct reporting Manager Mr. Khanna
Dilemma • Her mail to Mr. Khanna didn’t go well with Mr. Kapoor and others
•Lack of mutual admiration from other team members
•Un-Forgetful Appraisal session with Mr. Khanna
•Allocation Kumar has her reporting Lead despite the fact that Kumar
and Ananya share same level

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 Ananya’s •Ananya Kashyap’s sudden resignation dur to her constant
dissatisfaction at job
Resignation & •Mail submission of Resignation not going well with Mr. Khanna
GBC response •Lack of Exit interview formalities

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 Deepak Kapoor
• Should have been more transparent about the jobs and responsibilities
of Ananya and the reporting structure of the organization
• Shouldn’t have admonished Ananya in front of everyone for sending out
an email
• Should have been more receptive to Ananya’s concern and should have
How each stepped in whenever she faced an issue with her manager.
person could Rahul Khanna
• Should have found the time to interact with Ananya Kashyap more .
have made • Should not be influenced by others’ opinions

things better? • Should have analyzed the root cause of the problems faced by Ms.
Kashyap or sought clarity from Mr. Kapoor
• Should have had fair appraisal process and provide relevant & justified
feedback
• Shouldn’t have a threatening body language during a discussion.
• Should have discussed with Ananya immediately after her resignation

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 Way Forward : Suggestions for a robust HR management at GBC

Establishment of Official
Proper Employee communication channel Identifying under
between Senior management Changing ‘Yes Boss’ utilized resources and
grievance redressal
and rest of the employees at mindset and busting making best use of
system
defined frequency bureau-ocracy the talent available
Transparent
process of hiring
new people with
multiple people in
the committee.

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Formal induction program for Fair appraisal
newcomers (roles ,responsibilities, system and
job descriptions, organizational involvement of HR
hierarchy , business etiquettes) in the process
Exit interview process needs
to be setup to undertand what
went wrong and avoid future
issues. 6
Thank you