PEOPLE MANAGEMENT

STRATEGY
AT

SPM Assignment II
About

They started off as a Social Media Agency, numerous opportunities over the years have helped
them expand into other spaces in the mammoth world of digital. Today, they provide not just
digital solutions, but ideas that go beyond the ordinary and touch lives.

Mission

To Creatively Sync Content, Design and Technology to help brands reach their customers across
the Globe, Everyday!
 ORGANIZATIONAL STRUCTURE
Shrenik &
Mitesh
Co-Founders

Prashant (Media Shraddha Nair Bhushan

Adarsh Loyal Website and
HR FInance Potdar Planning Account Creative
Content Head SEO Head
Strategy Head Head) Director Director

Lizandra
Senior Senior Graphics
Account
Copywriter Content Writer Team
Head

Junior Junior Account

Copywriter Content Writer Managers

Website
Designing and Media
SEO Team Planning Social Media
Executives Executives
RECRUITMENT PROCESS
• The recruitment process of WRM is looked after by Ms.
Brigith and Ms. Pooja Singh (H.R & Asst. H.R
respectively).

• Job openings for various departments are posted and

regularly updated on the website and social media handles
of WRM like LinkedIn, Facebook & Instagram. Apart from
this, vacancies are posted on job portals like TimesJobs,
indeed, Naukri and etc.

• They don’t conduct campus connect programmes in

different under-grad and post-grad colleges. Although, they
are always open to provide internship opportunities for
students.
 SELECTION PROCESS
• Eligible candidates apply for the desired vacancies through official websites or through job portals by submitting
their CVs.
• H.R team shortlists desired candidates on the basis of their CV and calls them for a basic H.R interview to know
the interest and credibility of the candidate.
• Then the shortlisted candidates are called to office for a personal interview. If the candidate resides out of
Mumbai, then a telephonic interview is conducted.
• This final interview is mostly held with the head of the department for which the candidate has applied followed
by the final interview with Mr. Shrenik Gandhi or Mr. Mitesh Sharma, Co-founders of WRM.
• Tests: Tests are conducted for specific positions like copywriter, content writer, graphic designer, etc on a prior
stage of selection process.
• Later on, the candidate is informed about the result through an e-mail from HR.
 WHAT DO THEY LOOK FOR?
• Work Experience: They actively look for candidates with relevant work experience in the field of digital
marketing. They are bit sceptical regarding hiring a fresher as it is costlier for the company in terms of training
and time invested for a particular fresher candidate.
• Skills: They seek for good communication and managerial skills. If the candidate is applying for Graphic
Designer then he must pose required software skills at a professional level. Similarly, good communication skills
are of top priority because of client meetings and pitching sessions are held on a regular basis.
• Education: They don’t look for post-graduates, mainly MBAs because they prefer to pay more to a person who
has a great work ex. with a graduation degree rather than a person with MBA degree who has less or no work ex.
 ONBOARDING
• At WRM, a new employee is welcomed with full enthusiasm and celebration. A welcome cake is cut by the new
employee in order to celebrate the induction of a new member in WRM family.
• He/she is introduced to the whole office and the team followed by a short induction meet is held with the co-
founders of WRM.
• First two working days of the employee at WRM comprises of basic HR formalities, knowing the WRM culture
and working procedure. He/she is guided by the HR about various duties and responsibilities of him/her.
• He/she is asked to go through the clientele and works of WRM to get an overview of the organization’s
capabilities.
• WRM promotes friendly environment like fellow employees invites a new employee for lunch, get-together
sessions among employees, ice-breaking sessions and etc.
 TRAINING
• At WRM, training process of a newly inducted employee depends upon his/her work experience in digital
marketing.
• A fresher is inducted as an intern/trainee for two months during which he is trained by an assigned mentor. Based
on his performance as a trainee, he/she will be retained.
• On the other hand, an experienced employee works with the existing employee to whom he/she will replace.
Basically, it’s an hand over period which lasts for 1-2 weeks.
• Apart from this procedure, WRM conducts specially designed sessions based on digital marketing for its
employees on a regular basis.
• Such sessions includes content creation, changing dynamics of digital world, strategy formations and etc form
industry experts and/or academicians.
 PERFORMANCE APPRAISAL
• WRM has won many awards in the field of digital marketing and all the credits goes to its employees. But, there
are no employee recognition programme or event for an outstanding contribution.
• Being a start up with 50-60 employees, granting promotions becomes difficult from an organization point of
view.
• Although, WRM appreciates its employee contributions through special mentions on social media handles,
parties, etc. but that doesn’t stands as a recognition on a long run.
• There are few monetary benefits in terms of performance appraisal but those bonus or salary hike are too less in
comparison to industry standards or other agencies.
 VS.
• Recruitment: Kinnect is a renowned digital agency in India whose recruitment process is same as that of WRM
but it also recruits from top B-schools and C-schools colleges like SIMC, MICA, Welingkar, NMIMS, etc.
• This provides them a bunch of fresh candidates who tends to be more loyal towards their first employer. With a
bunch of fresh candidates comes fresh ideas, culture and it becomes a two-way learning as a whole.
• Selection: They prefer MBAs over under-grads because they believe to have employees in the organization who
pose conceptual and relevant knowledge of the digital world.
• The selection process is tough as compared to WRM and hence, they get the creamy layer of the top.
• Training: There training period is also of 1-2 months but it doesn’t affects the salary of the employee. Specially
curated training module for freshers or new employees is designed so as to train them about the working
procedure, culture and structure of the organization.
• Performance Appraisal: Outstanding contribution never go unnoticed in Kinnect. Promotion probabilities and
salary hike is more as compared to WRM. An outstanding performance is recognized and awarded by them.
 SUGGESTIONS
• WRM should recruit from C-schools and B-schools like MICA, SIMC, etc. to get fresh ideas along with
conceptual knowledge onboard.
• WRM has a low employee retention rate due to less salary and career growth opportunities. Employees at WRM
work for a temporary basis and constantly look for better opportunities in other agencies.
• This can be minimized by inducting college graduates as they tend to be loyal to their first job.
• Training of employees is must at an early phase as they can be casted easily into WRM culture. This training
period shouldn’t affect their salary in name of a trainee as it can affect their motivation to work for the
organization.
• WRM lacks pro-active employees who brings something new on the table. Selection process can be layered with
more rounds so as to get the best out of bests.
• Outstanding performance must be recognized on a higher level like awarding the employees through an annual
event. It ill keep the employees motivated towards their job.
THANK YOU!
Abhijeet Sharma
18050143004