UPDATE 1 : The reasons for revamping HR policies were correctly identified.

However, loss of competent employee was not mentioned as an issue in the case. Employee retention can be a concern as the competitors are growing at a fast pace and poaching can be a possibility. For recruitment the promotion of the company through various channels among premier B-School students can be a good strategy. It can increase the awareness of the student community about PUL. Some other measures which could have been covered as a part of the recruitment strategy are: The changed competencies which PUL is looking for innovativeness, entrepreneurial spirit etc. Fixed and variable competitive salaries Equity compensation after a certain period Retirement benefits that are market competitive Retention bonus can be linked to compensation Providing development opportunities and international exposure

These might have attracted the right candidates to apply for the company. VRS strategy could have been covered in a much better way. No suggestions were made to make it better. UPDATE 2 : The points covered under Hygine and motivation factors were appropriate for tier 3 cities with a few exceptions: Involving them in CSR activities related to rural environment, to make their presence meaningful and inculcate self-satisfaction in them Motivate employees to take up social issues and work for development of people in the rural areas.

The points mentioned may not necessarily motivate all candidates to stay in the rural areas. A point that we liked was: Set up townships for employees with education, sports and health facilities for family This would surely engage the employees in these areas.

Some other suggestions could have been given like: Posting candidates in or nearest to their hometowns Spouse policy may be adopted where both the male and female employees can get the flexibility to choose the location closer to their spouse Providing good infrastructure and environment at the workplace Providing them with good quality of work which is of their choice Providing good growth and development opportunities Outbound training camps

UPDATE 3: The steps stated were exhaustive and some good suggestions were given. Train subordinates for better interpersonal & Communication skills Promote efficient and qualified subordinates of Nigerian origin which can help them Involve subordinates in Participative Decision making Understand self & others through investing sufficient time Hire some local managers from Nigeria who can understand and interact with employees more effectively. Facilitate a meeting with the union leaders and try to understand their grievances and provide feasible solutions to reduce conflicts. Provide incentives and benefits to employees to maintain the required production quantity. Managers should communicate with employees and try to understand their issues and complaints. Managers should respect the Nigerian culture and provide adequate support to the employees.

Few points which were slightly ambiguous were: Manage transitions of employees from India to Nigeria Ambiguous point Provide training to employees of Nigeria in India so that they can understand Indian culture which will help in reducing the conflict. This might not be a good suggestion as it may cause further dissatisfaction among the workers as they may not want to go to India. Also it may involve a lot of cost. A better suggestion would be to increase interactions and provide cross cultural training. Maintain better coordination and task analysis Introduce a group of change agents for smooth transition from Indian to Nigerian Culture. Ambiguous point