CASE ANALYSIS OF

M/S SINGHANIA & PARTNERS

GROUP NAME:

GROUP 8

TEAM MEMBERS NAME:

Dhawal Mamtora-128

Manali Prajapati-138

Parth Shah-148

Riddhi Bharti-158

Siddhesh Sangale-168

Vaishnavi Wagh-178

SUBMISSION DATE:

31st December 2020

Introduction:
Human resources practices mean the methods that are adopted to conduct various
employment actions. As one of the largest law firms in India, Mohotra and Singhania
Law has unique features in its HR practise.
Besides the regular HR work, the HR practices of Mohotra and Singhania Law Co. has
three features in its HR practices: open door policy, all merits-based career growth and
stress-free. Singhania and partners recruitment is based strictly on competence, education,
result oriented and trainability. Personnel are hired and assign to various projects based
on their competence and availability, in consultation with senior management. The firm
had to find ways of holding on their employees. Singhania and partners created a legal
practice which met both the need of client for a higher quality service and the need of
lawyers for a sustainable work life balance. In regarding of training, the firm gained
considerable experience in cross border transaction in the areas of mergers, acquisition,
joint ventures, accessibility to senior members in the firm, meeting deadline and
providing service in a cost-effective manner.

Background:
Hailing from the family of lawyers, Singhania was a firm and keen personality capable of
capitalising in changing political and economic conditions. Singhania initially started his
career with his father’s firm- Singhania & Company and later went on to internationalize
his provision of service in USA. He returned to India and started as Singhania and
Partners.

What are the different HR practices that company have had?

1]Good work environment and Organizational Culture – The company
provided good work environment and also considered their people as the core
asset of the organization. Strong hierarchy, personalized relationships are
features of a strong organizational culture which represents strong people
management policy. There was open door culture at Singhania and Partners, top
management was easily approachable and open to discussion.

2]Motivate employee by giving them rewards- People were motivated and

rewarded at regular intervals and due to this their productivity increased.
3]Proper work life balance – The company provides proper work life balance
to their people as they should not feel pressure of work. And they can
concentrate on their professional and personal life equally.

4]Open Door Policy – Open communication is between Singhania and lower-

level employees. Any level of employees is allowed to visit the senior most
associates to clarify doubts and discuss matters. The lawyers at all levels are
encouraged to make the presentation. Combined with bi-weekly open house and
weekly senior management meeting, the company is open to hear different
opinions and suggestions. What’s more, with the open-door policy of the
company, any employee is accessible to senior management for discussions.

5]Performance review based on Need – In Singhania and Company

performance review is based on need and not annually. The company does not
rely on annual performance reviews for performance evaluation. The
performance of employees is evaluated whenever needed. For example, an
employee of new arrival gets his salary raised by 50% before his first pay day
since his employability is appreciated by the leaderships. The salary and benefit
are high in the industry, so are the year-end bonuses.

6]Proper Training and Interactive Sessions- Bi-weekly open house also

helped Singhania to keep their employees stick to the organization as the
employees were motivated to attend these sessions so that they will get updated
about various legal streams and aspects they would help to deal with in future.

Because of all these well managed HR activities/ practices, Singhania was able
to withhold in the market and even the people who left the organization started
requesting the management to take them back. Even though they were offered
with higher pay scale, they started missing the friendly work culture at
Singhania and is eager to come back and work for Singhania again.

Are the practices by Singhania & Partners adequate with respect

to their employees?
The practices were not adequate. The strategies are good for the workforce and
organization. A major strength of the company that it considers people as its
core asset and gives people preferences over processes. The company gives
importance to its people and considers them first priority. Moreover, the other
strengths include good working environment, providing flexibility in working
hours to their employees in order to create balance between their family and
work life and also because there was too much focus on people: If an
organization is known only for people as its core assets and less importance is
given to processes, then this in the long run may affect the company’s
reputation. Not only that more focus will be there on how people feel than how
the work is done. Allowing people to take the company for granted: People are
in a position to leave and join the company at their own will. This will be
problematic in two ways:

1) More expenditure on people

No use in rewarding those people who have the tendency to leave a company.
The entire cost on the person goes as a waste.

Singhania Partners need to structure such a people management system such

that not only they can overcome the high attrition rate but also tackle the
situation of increasing competitors due to liberalization of economy.

2) High attrition rates

No proper structure of the people management system in order to cope up with
attrition rate: A proper structure needs to be maintained in order to check on the
pay structure, rewards and the interest of the person to pursue his tenure in the
country.
 SWOT ANALYSIS

SWOT is used in this part as analytical tool to show how Singhania & Partners
has dealt with the business environmental factors. This analysis occurs by
discussing the company’s strengths, weaknesses, opportunities and threats. In
order to solve problems of the firm, and drive possible solution, it important to
analyse the situation according SWOT analysis
STRENGTHS
Importance to people over
process
Open Door Policy
Unique appraisal system
Foreign work culture
cognizance.
OPPORTUNITIES
Expansion in Foreign
Nations
Increased Competition
leading to reduced cost.
Technological innovation
increasing scope.
WEAKNESSES
Lenient Policies
High Attrition rate
Inadequate Feedback
Mediums like Bi-weekly
open house.
THREATS
Imminent Entry of Foreign
law firms.
Increased competition from
existing law firms.
 Employee Life Cycle of Singhania and partners.

1) Attraction: according to the case study we saw that employee who

initially left the company were ready to re-join the company, because of
its employee friendly environment. This indicates that employees have a
positive impact of the company in the aspect of its working culture,
compensation and other benefits.

2) Recruitment: As Mr Singhania saw the potential in the first lawyer and

soon another lawyer joined the company, as the company grew and
bloomed soon there were 50 lawyers helping the company to grow.

3) Onboarding: in this stage new employees were being rewarded with

incentive before their first pay cheque and because of this it is seen that
the employees are rightly guided into the process of understanding their
job description correctly and are well known with the company’s working
environment.

4) Employee Development: here in this case, it is seen that the company

lets opportunities even to its junior and let them grow with the company
and also prioritized there employee’s career.

5) Employee Retention: Mr Singhania believes in creating a work

environment where the employees neither over work no over stress. Mr
Singhania believes creating a work environment where the employee
feels like a part of a family ang gives a sense of community within the
organization. Mr Singhania believes in rewarding his employee on this
basis of there hard work and merit.

6) Separation: In this case there was no separation stage because even when
the employee who initially got separated wanted to join back the firm
 because of its employee friendly environment and company’s working
culture.

Alternatives/Solutions

We would like to suggest that Singhania and Partners should start having a
Feedback System where every employee can express feelings about the
organization and job satisfaction. Secondly, they can give opportunities to the
employees for going abroad and gaining experience in the global legal domain.
Singhania & Partners should enhance employee trust because it is the essential
precondition on which all real business success depends. Mr Ravi Singhania and
Ms Manju Mohotra’s are concerned about the firm’s current HR practices and
are anxious about whether the firm faces human resource risks. The high
attrition rate in the Indian legal services industry has become an alarming
problem. There has been movement of partners between legal services firms. In
future, the entry of foreign law firms into India could have created more
competitions among the law firms.
.