Employee Resourcing
CASE SYUDY: TRILOGY ENTERPRISES INC.
MODULE 02: EMPLOYEE RESOURCING.
CONTENTS
COVER PAGE Page 01
CONTENTS Page 02
INTRODUCTION Page 03
Q1. Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent? Page 04 -05
Q2. What particular elements of Trilogy’s culture most likely to appeal to the kind of employees it seeks? How does it convey those elements to job prospects? Page 06 -07
Q3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Page 08 -09
Q4. What suggestions would you make to Trilogy for improving its recruiting process? Page 10- 11
CONCLUSION Page 12
SOURCE(S) & References Page 12
1. INTRODUCTION
The Case Study is about a leading Software company “Trilogy Enterprises Inc.” based in USA. Trilogy Enterprises Inc. with a history of eight-years, is a provider in software solutions on sales and performance to giant global firms. Trilogy has additional offices in Bangalore and Hangzhou. Its clients include Ford Motor Company, Daimler-Chrysler, Nissan, Goodyear, Prudential, Travelers Insurance, Gateway and IBM. Their business approach and culture is very different from other competitors.
Examples of their different culture are; no dress code, flexible working hours and spending lavishly on the recruitment process. Around 700, mostly young employees work under Trilogy and its Director of college recruiting Mr. Jeff Daniel expects the employees to “commit their expertise and vitality to everything they do”. Trilogy has an expensive and aggressive employee recruitment strategy that includes training at the company 's "Trilogy University."
The new employees joined will undergo an intensive training program at their in-house training facility known as “Trilogy University”.
Recruiters tend to select the ambitious, over achievers
MODULE 02: EMPLOYEE RESOURCING.
CONTENTS
COVER PAGE Page 01
CONTENTS Page 02
INTRODUCTION Page 03
Q1. Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent? Page 04 -05
Q2. What particular elements of Trilogy’s culture most likely to appeal to the kind of employees it seeks? How does it convey those elements to job prospects? Page 06 -07
Q3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Page 08 -09
Q4. What suggestions would you make to Trilogy for improving its recruiting process? Page 10- 11
CONCLUSION Page 12
SOURCE(S) & References Page 12
1. INTRODUCTION
The Case Study is about a leading Software company “Trilogy Enterprises Inc.” based in USA. Trilogy Enterprises Inc. with a history of eight-years, is a provider in software solutions on sales and performance to giant global firms. Trilogy has additional offices in Bangalore and Hangzhou. Its clients include Ford Motor Company, Daimler-Chrysler, Nissan, Goodyear, Prudential, Travelers Insurance, Gateway and IBM. Their business approach and culture is very different from other competitors.
Examples of their different culture are; no dress code, flexible working hours and spending lavishly on the recruitment process. Around 700, mostly young employees work under Trilogy and its Director of college recruiting Mr. Jeff Daniel expects the employees to “commit their expertise and vitality to everything they do”. Trilogy has an expensive and aggressive employee recruitment strategy that includes training at the company 's "Trilogy University."
The new employees joined will undergo an intensive training program at their in-house training facility known as “Trilogy University”.
Recruiters tend to select the ambitious, over achievers
References: http://en.wikipedia.org/wiki/Trilogy_%28company%29 book: Armstrongs Handbook of Human Resource Management Practice http://verve.nu/articles/when_is_being_the_best_not_good_enough.php