Ivey Affiliation Management - Case Study Example

Management: Ivey Case Study Affiliation Management: Ivey Case Study Situation Analysis Key Players The main key player in the case is Xciting Company and Amish Gupta (Ivey Publishing, 2014). The Company provided the employee with an internship opportunity that was later turned to an employment position. The organization is an IT corporation that mainly deals with the creation of project creation and handling as specified by the client. In the selected environment, the IT industry is highly competitive increasing the responsibility of organization in the industry.

In this specific organization, the product is not a creation of the organization but products designed and specified by customers. The customers are corporations in need of IT services. Facts of the Case The facts of the case are as reported by the employee, Amish Gupta. The corporation is massive IT organization with a significant number of employees across the country. The organization has the responsibility of locating potential employees and providing the required training and to handle the professional requirements (Ivey Publishing, 2014).

The training process is exceptional as the employees are provided with accurate and required skills to complete required tasks. Upon employment, employee handling and placement is handled poorly. As reported, the employment process is poorly handled as new staff members are not provided with tasks to complete that match their expertise. In addition, the organization culture does not take into consideration the importance of employee culture and integration. Project completion and acceptance by new employees is low due to poor guidance when taking part in projects.

Symptoms Occurring Firstly, new employees do not improve their professional skills and techniques. Another symptom is that new employees feel less comfortable in their new environments (Ivey Publishing, 2014). Employee-employees or employee-supervisor consultation is low due to poor staff handling and supervision. Lastly, the IT projects presented by new staff are below customer expectation.Conclusions drawn from facts and symptoms occurring From the facts presented, the huge number of new employee integration makes it difficult to develop a proper strategized HR management system.

In addition, the trainings provided prior to employment do not match the specific requirements of the client. For this reason, the productivity of new employees is poor. The poorly managed employee culture also promotes poor employee performance and integration in the new environment.The Problem StatementBroad Corporate Perspective of Root Cause The main problem in the organization emanates from the general organization culture. The organization puts all of its focus on customer satisfaction and neglecting the need of employees.

The problem is mainly visible on new employees who require organizational help to fit in their new working environment (Ivey Publishing, 2014). This also influences the fact that the organization focuses on experienced employees to complete IT projects. For this reason, new employees are left out of the productivity bracket. This minimizes the working spirit and thus poor performance when required to complete tasks. To attain the maximum participation of new employees, HR requirements should be reviewed.

Specifically, mechanism enabling for employee integration in the organization are required. In addition, the HR handlers should ensure the transition from training and professional projects completion is efficient. This increases the productivity of new employees and increases the confidence of the staff in completing the tasks. To minimize the problem of poor project completion by new employees, supervision to ensure client specifications are retained is required.The Negative Effects of the Problem to the Strategic Position of the Firm The main strategic position is dictated by the quality of services they offer to clients.

Consequently, the employee input is important. With a poor management of human resources, this strategic positioning may be affected. With new employees rarely taking part in professional requirements, existing staff would be provided with a massive work that may hinder the accuracy and efficiency. In addition, proper employee integration would ensure that the firm retains top talent. Lack of proper integration mechanisms, the future of the organizations may be affected since the employee skills would be at a minimal.

ReferenceIvey Publishing (2014). Amish Gupta’s First Year of Work. London: Richard Ivey School of Business Foundation. Pdf.