People Management - in the Case of Singhania and Partner

People Management, in the Case of Singhania and Partner

The paper will discuss the case of Singhania and Partner. It will examine the case of Singhania and Partner and evaluate the organization's strategy. Next, an evaluation of each of the five IHRM practices in regards to the recruitment and selection, training for cross cultural adaptation, management development, evaluation and compensation will take place. Following this, recommendations to management will be suggested in order to successfully improve the current IHRM strategy. Lastly, an explanation will be given on how the recommended changes would have an impact on the organization and its setting in the specific industry.

Examination of Case Singhania and Partners

Singhania and Partners is a well known law firm that provides full services. The firm is well reputed for its success with international corporate and commercial forms of litigation, arbitration, and intellectual property found in law. The company was founded by partners Ravi Singhania and Manju Mohorta. Both had designated roles in the operations of the firm as Singhania was the founder and the managing partner while Mohotra was designated the role of Chief Executive. According to the case study, both Shanghani and Mohotra were very much concerned about the Human Resources practices that were currently being used by the firm and if the human resources department was a concerned risk factor. The case study also point out that the firm is displaying a high attrition rate in the Indian legal service industry and this is resulting into an alarming problem. The case study also highlights that there has been a shift taking pace in legal firms and partners. India is facing an increase in foreign law firms in their domestic market and this is creating more competition between law firms. This is why a great deal of focus and emphasis is placed on gaining a trusting relationship with the employees in the firm. Once there is a firm relationship established that is surrounded by trust, employees begin to develop positivity that reflects into the working environment and the various relationships and connection in the firm. By doing so will also decrease the amount of stress and uncertainty that is found revolving in the work environment.

Evaluation of IHRM Practices

The main focus of human resources practices is to adopt and use methods to conduct various employment actions (Mayhew, 2012). As one of the largest law firms in India, Singhania and Partners has its own unique set of human resource practices. On such practice is the firm's open door policy. There is an open house bi-weekly in which small presentations on various topics, concerning law, are organized. This offers opportunities for employee training but in a unique way. All lawyers participating in the fir, regardless of level, are encouraged to make a presentation. With the bi-weekly presentations is a joined initiative of a weekly senior management meeting. During these meetings, the firm is open to hearing various opinions and suggestions. With this open door policy that the firm has, all employees have access to senior management if there is any matter that needs to be discussed. The career growth of all the employees in this firm is strictly merit based. The firm has no reliance on annual performance reviews as a means for performance evaluation. Instead, the performance of any employee is evaluated whenever the need be to do so. An example that was highlighted in the case study was, the at an employee that has newly arrived to the firm gets his salary raised by about 50 per cent before his first pay day since just the act of his employment is appreciated by top management and the leaders of the firm. The firm also gives salary and benefits that are quite high in the industry as well as