Hrm Rubin, Stern and Hertz Case Analysis

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HUMAN RESOURCE MANAGEMENT – I Rubin, Stern and Hertz case ANALYSIS Recruitment of a star Date – 31-01-2014 SUBMITTED BY: SECTION -C GROUP -4 | | | | | | | | | | | | Problem Statement Peter Thompson, the star and the only semiconductor analyst at Rubin, Stern and Hertz has announced his resignation after receiving an offer from a competitor firm. The Director of research, Stephen Connor has a limited time frame to find a replacement because of the upcoming power chip deal and has a critical position to fill. He has to decide whether to give Rina Shea a permanent offer or look for alternatives. Case Facts Company overview Rubin, stern and hertz is an investment banking firm located in New York. Stephen Connor was the director of research and Peter Thompson was the star and only semiconductor analyst at RSH. Rina Shea was his junior analyst. RSH’s corporate culture was particularly strong in the research division and was considered as a competitive advantage. Most analysts had open door policy and work was team oriented. There was low turnover rate and hiring from within was encouraged. Current Situation After receiving Peter’s resignation, Stephen did not raise his compensation, instead split his team and encouraged Rina to stay on for the time being. Then he started looking for replacement and engaged a recruiter for the same, Craig Robertson. Craig warned Stephen that it is a tough task as not many analysts are ready to move currently. Stephen then sought expert insights, he called Tom Walters, a senior analyst who had been with RSH for ten years for his advice. Tom cautioned Stephen against hiring someone from Buyer side. Next Stephen met Craig who wanted to know skill set desired by Stephen. Industry Knowledge, Integrity/professionalism, Accessibility/responsiveness, Management access, Useful and timely calls and visits

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