Case Study On Silvio Napoli At Schindler India

Question: Address Silvios approach to recruitment and selection of personnel to fill his top positions in the new company and his approach to team development. What does the team see in terms of fit between Silvio and the new hires and his team development efforts? Include in the analysis the teams view of the likelihood of Silvio adapting (or not adapting) based on the cultural expectations and norms for employee selection and development in India.? Answer: Silvios Approach toward recruitment and selection: The given scenario of Silvio Napolis organization creation and style adopted for recruiting and selecting his team is very impressive. To start new organization Silvio needs qualified and experienced people for their top management team. Silvio engaged with the executive search firm Egon Zehnder and give them responsibility of finding candidates for top management team. Here the first work of recruiting candidates is finished. Silvio created set up for his organization by dividing responsibility of recruitment, though he know that he had to wait for Indian government approval to start new firm because he wanted to have his key management team on place. The selection procedure silvio used is personal interview. Silvio had taken personal interview of all identified candidates from Egon Zehnder for different post. First Silvio selected a 42 year candidate for the post of managing director, his name was M.K. Singh. The approach or strategy Silvio Napoli used to make selection of Mr. Singh for M.Ds post is, first he saw that the candidate was experienced enough and knows how to build new organization from scratch, as their organization led the construction project for largest hotels of India. The aspects Silvio though for selection was, the candidate was from his customer side i.e. from India, and hence he would know ideas to make difference in service. The candidate should be more sensitive towards organizational power and relationship was next approach of Silvio for selecting candidates. For top management post Silvio gave preference to experience and hence he selected 9 years experience person for the post of head field operations. Silvio also check candidates honesty and capability of standing in front of European counterparts. Above explained are approach and thinking Silvio used to perfect candidate for his top management team incorporate Managing director, elevator engineer, head field operator, HR manager, and financial officer and so on. Teams approach towards new hires, team development and Silvios team development efforts: As soon as the selection process for top management team finished Silvio Napoli began to develop them into an effective team. The team forming process clears everyones job role for Schindler Indias. Napolis team describe Napoli as very hard driving administrator, sometimes become impulsive and impatient and over communicative. Team also considers Silvio Napoli as a hard task master who gets angry if deadlines were violated. But Silvio taken very effort to form a team, according to the HR manager Silvio is very energetic and he has the potential that if he focusing on particular issue he get everybody into that issue and get everybodys focus on the same issue. In team forming process specific management style and personal characteristics of new leader of India get clear. Napoli was defined as strong headed and single minded managers. Silvio Napoli had lot of effort to form team in India. He contacted exports in India who helped him to build understanding of circumstances. Through the discussion with experts in India Napoli developed detain analysis of market size, competitors and about elevator market in India. New strategic plan of Silvio Napoli was to build a vibrant business and a goof service sector in Indian growing society. To support strategic plan they should focus on some aspects which are very important and are given as new business ideas, development and community, new infrastructure and investment required. In Social entrepreneurship new strategic objectives built to increase the organizations capacity. Equal opportunity and anti-discrimination policies should be followed through the process of recruitment and selection (Nankervis et. al, 2007). To select particular candidates, it has to ensure that they should treated fairly and candidates are selected on the basis of their performance, merits and their talent (Wiley, 2009). Analysis on cultural expectation and norms for employee selection and development in India: Napoli understood that there are two profiles in India and hence in selection he focus to select young candidate who knows about company, people and product and second is individual older candidate who has experience and also want to accept challenge. When team was selected and was in place next aligned by Silvio is to get employees commitment towards business plan. For selecting employees for different job role, Silvio exactly knows what he want from candidate to perform and select appropriate candidate for it. The expectation they had from their HR manager is that, he has to be capable of developing first class organization. HR manager should have sheer commitment to care about employees working in organization (Alvenfors and Adam, 2010). The thinking behind selecting financial officer was the candidate should have common set of values which incorporate high ethical standard, integrity, serious about the work and drive. The team should have right attitude and energy is the key expectation. Through the discussion with experts in India Napoli developed detain analysis of market size, competitors and about elevator market in India. References: Nankervis, A., Compton, R. Baird, M. (2007) Human resources management: strategies and processes, 6th Edn, Cengage Learning Australia, Melbourne. Howard Gardners multiple intelligences, businessballs.com, viewed June 2010, https://www.businessballs.com/howardgardnermultipleintelligences.htm. Wiley, J. (2009) "Onboarding - How to Get Your New Employees Up to Speed in Half the Time", George Bradt and Mary Vonnegut Alvenfors, Adam (2010)Introduction recruitment and selection? On the introduction programs importance for the integration of new employees. Alvenfors, Adam (2010)Introduction - Integration? On the introduction programs importance for the integration of new employees. Browning, Guy (15 July 2004)New kid on the blockPeople Management Magazine