S T R AT E G I C H R M :

S R I G A N E S H I N F R A P V T LT D
Pranay Raj
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CONTENTS
o About Company

o Why I picked it

o Problems faced

o Potential Solutions & Thoughts

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ABOUT SRI GANESH INFRA
The construction company discussed in the conversation is based in Bangalore. The company has been
operating for over 25 years and has completed many projects. It has around 25 employees, including 4
directors, engineers, managers, and laborers.

1. The organization operates in multiple states in India.

2. It was founded by Vineeth's father and is now run by Vineeth and his brother.

3. The company focuses on building civil infrastructure for the government, it majorly tries to acquire
projects from the railways.

4. The company has a mix of permanent and contract employees, with no dedicated HR team to handle
policies. Vineeth himself handles the HR work.

5. Maintaining quality control and ensuring work is done correctly is a priority for the company.

6. The company has a mix of traditional and modern management approaches, with a focus on building
strong relationships with employees and labor leaders.
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WHY I PICKED THIS
The reasons why this organization was selected for this study are:

Firstly, the CEO, Vineeth, is a personal acquaintance and has demonstrated a high level of
transparency regarding the details of his company.

Secondly, the organization is managed by a younger generation that is receptive to change and
open to new ideas. Thirdly, Vineeth is an effective communicator, which will facilitate clear
articulation of the company's issues for this project.

Lastly, the opportunity to learn from Vineeth's experiences with human resource challenges in
his company is a significant motivator for selecting this organization.

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H R I S S U E S C O M PA N Y I S FAC I N G
HR Planning:
o Lack of focus on human resource management in family and regular run businesses: Vineeth pointed out
that some family-run and regular businesses do not give adequate attention to HR management, which
can lead to issues with employee retention and satisfaction.
o Lack of focus on human resource management in the industry as a whole: Vineeth emphasized that the
construction industry as a whole should prioritize HR management to attract and retain the best talent.
o Financial issues: Vineeth stated that financial issues, such as salary-specific issues and delays in project
completion, can lead to problems with the salary hike system and result in the need to scale down staff.
Hiring:
o Getting the right talent: Vineeth mentioned that it is essential to find the right talent for the job, but
sometimes the hiring process is not effective in identifying capable candidates.
o Hiring based on paper qualifications rather than actual capability: Vineeth noted that some companies
focus solely on academic qualifications while hiring, rather than assessing candidates' actual capabilities.
o Difficulty in finding reliable labor leaders: Vineeth pointed out that finding reliable labor leaders can be a
challenge, as laborers often tie up with different people from their own villages.
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H R I S S U E S C O M PA N Y I S FAC I N G
Engaging
o Location-specific issues: Vineeth identified location-specific issues as a major challenge, such as staff not wanting
to work in certain areas due to fear of local issues or constraints.

Development
o Lack of specific metrics to analyze the performance of remote workers: Vineeth noted that there is a lack of
specific metrics to analyze the performance of remote workers, which can make it difficult to assess their
productivity.

Retention
o Retaining talent: Vineeth stated that it is difficult to retain talented employees, especially in a competitive market
where other companies are also looking for skilled workers.

o Difficulty in retaining laborers during summer: Vineeth explained that retaining laborers during the summer
months can be difficult in certain regions due to extreme heat.

o Junior level employees are encouraged to obtain certificates or diplomas from open universities, and pursue
government jobs, which are desirable in North India.
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H R I S S U E S C O M PA N Y I S FAC I N G
Deploying
o Resistance from employees, especially in villages, to accept norms: Vineeth highlighted that some employees,
particularly those in rural areas, may be resistant to following company norms and policies.

Leading
o Need for a dedicated HR team to handle policies: Vineeth stated that a dedicated HR team is crucial for
developing and implementing effective policies to manage human resources. Which he does not have at the
moment.

o Coordination issues with remote work: Vineeth mentioned that coordinating remote work can be challenging,
especially when employees are working from different locations.

o Difficulty in convincing employees about the importance of following norms: Vineeth pointed out that
convincing employees to follow company norms and policies can be a significant challenge.

o Theft: Vineeth noted that theft of materials and equipment from construction sites is a common issue that can
lead to significant losses for the company.
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SOLUTIONS THOUGHT OF
To address these issues, they are thinking about implementing regular team meetings, where they can discuss
progress, concerns, and coordinate their efforts. We also discussed the importance of having clear roles and
responsibilities for each team member, as well as setting clear expectations and deadlines.

Furthermore, they acknowledged the importance of providing feedback to team members to improve their
performance and suggested the idea of conducting periodic performance reviews. They also mentioned the
need for better project management tools and processes to track progress and identify potential issues early
on.

Overall, they are thinking about a holistic approach to solve the challenges they are facing, focusing on
improving communication, coordination, roles and responsibilities, feedback, and project management
processes.
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W H AT W O U L D I D O
As an HR consultant, I would recommend the following quick-wins to give immediate relief from difficult people
situations:
• Clear communication: Encourage clear and transparent communication between employees and
management. This can prevent misunderstandings and conflicts from arising in the first place.
• Training and Development: Provide employees with training and development opportunities to enhance their
interpersonal and communication skills. This can help them better understand and work with difficult people.
• Mediation: Introduce a mediation process to help employees resolve conflicts in a constructive manner. This
can reduce tension and improve working relationships.
• Performance Management: Implement a performance management system that rewards positive behavior
and addresses negative behavior in a timely and constructive manner.
• Flexible work arrangements: Consider offering flexible work arrangements, such as remote work or flexible
hours, to help employees better manage their work-life balance and reduce stress.
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For the long-term, I would recommend the following strategies:
Culture and values: Develop a strong organizational culture and values that promote respect, collaboration, and
open communication. This can help create a positive work environment and prevent difficult people situations
from arising.
Diversity and Inclusion: Foster diversity and inclusion within the organization. This can help create a more
tolerant and accepting workplace and reduce conflict.
Leadership and Management: Provide leadership and management training to help managers and supervisors
effectively manage difficult people situations. This can help prevent conflicts from escalating and create a more
positive work environment.
Policies and Procedures: Review and update policies and procedures to ensure they are fair, consistent, and
clear. This can help reduce ambiguity and prevent misunderstandings.
Employee Engagement: Implement employee engagement initiatives to encourage open communication,
collaboration, and positive relationships among employees. This can improve overall job satisfaction and reduce
the likelihood of difficult people situations.
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