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Human ResourceManagementGroup 2

By: GROUP 2

Ashish Mittal 2011071

Gaurav Dani 2011078

Piyush Shroff 2011098

Prateek Jha 2011100

Pronit Kakati 2011101

Sanmeet Singh 2011106

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What are the reasons why thisissue has come up before Windle,

Castleman LLP?

Absence of quantitative or qualitative performance appraisalover a period of time neither the benchmarks established.

The current Overtime Billing Rules are faulty to start with.

The Overtime Billing regulations havent been revised with

time. The issues related to monetary emoluments could have been

raised earlier.

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What principles of compensation/incentives

have been overlooked in deciding the

compensation of Ms Jane Woods?

Compensation criteria for the employees has not been

clearly defined. Lack of performance based remunerations as a component

of the total CTC.

Revisions in employments subject to Market Corrections.

Internal Economics could be planned for.

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What specific action would you suggest that Windle

should take in the current instance? Would you givethe hike to match the offer which Woods has? Why or

why not?

Let her go..

We wouldnt give her a raise

The productivity of the employee has decreased.

The acceding to the request doesnt guarantee the tactic

wouldnt be used again.

Setting of a bad precedent among other employees.

The only way to save on overtime charges.

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What are the implications if Windledoes not accede to the request which

Woods has put before them?

Positive

We save on overtime costs.

Message Conveyance by setting up of an example

Negative

Problem of the replacement

Windle loses loads of experience

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What would be the specific areaswhere improvements are required

in compensation of this company?

Performance based compensation benefits

Absence of a structured Performance Biased Appraisal System

Defined measures to regulate overtime billing policies

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Is this a problem which is industry

specific? What are the specificlearning which can be generalized to

other compensation contexts?

Yes, Law firms have lawyers as retainers as against employees so

their appraisal is different from other organizations.

Learnings

Denying meritorious increases to CTC for employees with poor

productivity can help in the longer run

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THANK YOU