Finding people who are passionate about what they do case study
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Finding People Who Are Passionate About What They Do
4016 Words Aug 2nd, 2012 17 Pages
Chapter 02
Case No. 01
Case Incident: “Finding People Who Are Passionate About What They Do”
Executive Summary
Trilogy Software, Inc., of Austin, Texas, is a fast-growing software company (with earning in the $100- $200 million range), prides itself on its unique and unorthodox culture. Many of its approaches to business practice are unusual. There is no dress code and employees make their own working hours; Responsibility is heavy and comes early, with a “just do it now”attitude that dispenses with long apprenticeships; Information is delivered as if with “a fire house,” and new employees are expected to commit their expertise and vitality to everything they do. New recruits are given a few weeks of intensive training, …show more content…
4. What suggestions would you make Trilogy for improving its recruiting processes?
Answer:
The present recruiting processes of Trilogy Software, Inc. is quite different from the other existing software companies, but it seems so effective in its working environment. In general, we can appreciate the overall recruitment techniques, but it may be even more standardized. Some suggestions about improving these techniques may be like the followings:
a) To generate more experience in the workplace, it can recruit more professional persons compared to the fresher’s candidate.
b) It can appoint proper personnel to work at proper work position, or division of work may be more standardized to ensure increasing work efficiency.
4016 Words Aug 2nd, 2012 17 Pages
Chapter 02
Case No. 01
Case Incident: “Finding People Who Are Passionate About What They Do”
Executive Summary
Trilogy Software, Inc., of Austin, Texas, is a fast-growing software company (with earning in the $100- $200 million range), prides itself on its unique and unorthodox culture. Many of its approaches to business practice are unusual. There is no dress code and employees make their own working hours; Responsibility is heavy and comes early, with a “just do it now”attitude that dispenses with long apprenticeships; Information is delivered as if with “a fire house,” and new employees are expected to commit their expertise and vitality to everything they do. New recruits are given a few weeks of intensive training, …show more content…
4. What suggestions would you make Trilogy for improving its recruiting processes?
Answer:
The present recruiting processes of Trilogy Software, Inc. is quite different from the other existing software companies, but it seems so effective in its working environment. In general, we can appreciate the overall recruitment techniques, but it may be even more standardized. Some suggestions about improving these techniques may be like the followings:
a) To generate more experience in the workplace, it can recruit more professional persons compared to the fresher’s candidate.
b) It can appoint proper personnel to work at proper work position, or division of work may be more standardized to ensure increasing work efficiency.
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