Group 8 - TMO

Talent Management for Organizational
Excellence
WAS LAYOFF A PAINFUL DECISION IN THE
RADICAL EVOLVING DOMESTIC MARKET?
Submitted by:
Name Roll No.
Sulochna Kujur MBA21178
Dipti Sarkar MBA21152
Shrestha Baisnab MBA21175
Mrigank Sinha MBA21280
Introduction:
The CEO of a Gujarat-based consulting firm, Ankur Rathee, fired over 500 employees on Monday.
There was no information given prior to the meeting about their termination.
The company is Rathee Consultancies Services, and it specializes in providing strategic advice to
small and medium enterprises in the field of HR. According to an article published by The New
Indian Express, Rathee Consultancies Services has been in business since 1999, with the aim of
helping companies grow and improve their performance.
The company has been facing financial difficulties for some time now--the reason for the layoffs
was not disclosed.
In a meeting which lasted for not more than 5 minutes, Rathee said, “I came here with bad news.
As you know, markets have changed, and we must move with change to survive, and we want to
continue to thrive and fulfill our mission. This is not the news you want to hear. But in the end, it
was my decision. And I wanted you to hear from me. It was a tough decision. We are cutting about
25% of our company for several reasons, including market, efficiency, productivity.
We are doing this because we believe in making smart decisions based on facts and data that will
help us grow our business by creating value for our customers and creating more value through
new technology platforms that allow us to do things faster and better than ever before!
When we first started out as a small team of just 2 people back in 2006 (Rathee was the founder),
we never expected this kind of success or growth! So now it's time for us to make some big changes
so that we can continue growing into something bigger than ourselves!
On the morning of December 5th, 2020, Rathee Corporation announced to its employees that it
would be laying off 25% of its workforce. However, later that day, the company clarified that the
layoff amounted to 7% of its workforce.
The following day, December 6th, 2020, Rathee Corporation received a mail from HR detailing
benefits and severance packages for any employees who are laid off.
On December 10th, 2020, Rathee Corporation's Board of Directors decided to remove Rathee as
CEO and replace him with Mr. Jones.
When it comes to the company's firing of employees, many have called it "heartless" and
"shocking."
But not everyone agrees. According to Rahul, who was one of those fired, he believes the company
made decisions about who should stay and who should go based on individual employee
productivity data.
Shreya also says that the decision was made by reviewing individual employee performance,
which included diversity, equity and inclusion recruiting team members. The team was not only
fired but also disbanded completely.
The company's chief financial officer later said in a statement that a "painful" decision was made
to maintain a concentrated workforce in the "radical evolving" domestic market.
Business Problem:
Imagine you are the Chief Human Resources Officer (CHRO) at a company. The company is
facing a problem: they have laid off employees in Covid, and they're unsure of how to handle it.
The company has not been able to provide an adequate explanation for the sudden layoffs, and its
employees are worried. They worry that their job security is in jeopardy, and that their skills will
not be used by the new management team. They've seen other companies take similar drastic steps,
and it makes them fearful for their own future.
You must address this issue immediately by creating a communication strategy that clearly
explains why these layoffs are happening, why they are necessary, and what will happen to
employees who remain working at the company's offices. You must also create a retention strategy
that ensures employees feel safe during this process—that they know their jobs will still be there
when they return from Covid's office space.

You'll need to consult with lawyers on both legal issues as well as matters related to human
resources best practices in order ensure your actions don't violate any laws or regulations during
this time period.
Being humane to the employees and understanding them, what steps can be taken to protect the
employer brand? How can the company ensure the well-being of the laid-off employees as well as
the well-being of remaining employees as they now find themselves always under the radar, which
can raise the attrition rate in the organization.

Group 8 - TMO

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Talent Management for Organizational

helping companies grow and improve their performance.

was not disclosed.

so that we can continue growing into something bigger than ourselves!

layoff amounted to 7% of its workforce.

CEO and replace him with Mr. Jones.

fired but also disbanded completely.

to maintain a concentrated workforce in the "radical evolving" domestic market.

and it makes them fearful for their own future.

when they return from Covid's office space.

this time period.

can raise the attrition rate in the organization.

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