The document summarizes an organizational behavior case study about an employee named Vijay at Parrika Chemicals. Vijay worked in the accounts department at the Gamma plant and applied for a transfer to the Alpha plant, but his transfer requests were consistently rejected without clear explanation. This led to frustration for Vijay and he eventually resigned. The case outlines strengths like talented employees and experience, weaknesses like lack of transparency in transfers and succession planning, opportunities like career growth, and threats like talent attrition. It discusses alternative actions like reviewing policies and improving communication, and concludes the company needs better talent retention strategies like succession planning and career development.

1. ORGANIZATIONAL BEHAVIOUR
TITLE of the case:-
Haulting of transfer of an employeewhichlead to his
resignation
SUBMITTED BY
GROUP-3
VISHAL RAI (9)
NAGAM NALO (10)
PINAK DEKA (11)
SUPRIYA DAS (12)

2. INTRODUCTION
Parrika chemicals is well-known name in the chemical
industry from past 42 years. They hold a good market share
and they having a 2 big plants, namely ALPHA (parent plant)
and GAMMA. Vijay is an dynamic and committed employee in
the accounts department of Gamma plant with versatile
knowledge in finance. Vijay was expecting his transfer from
Gamma to Alpha but his transfer application was
consistently rejected which led to his frustration at hence he
penned down his resignation.

3. PROBLEM DEFINITION
The main of problem of Parrika Chemical is related to Vijay’s
transfer request from the Gamma plant to Alpha plant ( parent
Plant). Vijay’s was disappointed for the reason that his transfer
application has been continually rejected without genuine
clarification then create a muddle and irritation on Vijay’s due to lack
of transparency in information. One day, eventually Vijay’s mail his
resignation letter to Mr. Sudan (HR Manager).

4. STRENGTH
 Talented Employee
Parrika Chemicals has talented and committed employee like Vijay.
 Experience
The company has been in the Chemical industry for 42 years, indicating a
wealth of experience and expertise.
 Diversity in Industries
Parrika Chemicals serves various industries, which diversifies its customer base and
revenue streams.
 Market Share
The company holds a good market share, indicating a competitive advantage in the
industry.

5. WEAKNESS
 TRANSFER POLICY
The company transfer policy and decision-making process appear to lack of
transparency and effective communication, which can lead to employee
dissatisfaction.
 LACK OF SUCCESSION PLAINING
Kavery intension for his career progression highlighted a potential lack of
effective succession planning within the organization.

6. O- Opportunities
Be open minded & seek advice
It’s important to consider various perspectives and
expertise to broaden understanding and approach to
different situations
To ensure employment growth
By investing in training and skill development,
fostering innovation, implementing supportive policies
from small and medium every situation
Vijay was alternavtive successor of Mr.Mohit
Vijay was already having a good knowledge in finance
to replacing Mr.Mohit in future.

7. T-Threat
Reputation
Creating a positive and trustworthy image can lead to increased customer loyalty and a
stronger market position.
Talent attrition
The resignation of vijay is a significant threat for company talented employee which
was dynamic committed employee .It’s important to conduct regular employee
satisfaction surveys to understand the root causes attrition

8. ALTERNATIVE COURSE OF ACTION
Review & improve transfer policy
Communication & feedback mechanism
Succession planning and career development
Conflicts resolution
Immediate response to resignation

9. BEST COURSE OF APPLICATION:-
BETTER COMMUNICATION AND FEEDBACK MECHANISM
SUCCESSION PLANNING AND CAREER DEVELOPMENT

10. CONCLUSION:-
 Transparency was not present between the employee and
the employer.
 Right recruitment but no capable of retaining talent.
 Proper mentoring was not available in terms of career
growth in that particular plant.
 Incapable of managing the human resources i.e talent
management

11. 1.What should Sudan do now?
• Accepting the resignation letter
• Offer him a transfer to Alpha
• Mentor him to stay back

12. VIJAY
• Not discussing
his matter to his
head or the HR
manager for a
long period of
time.
KAVERY
• Not resolving the
issues with vijay
after haulting his
transfer in the first
transfer itself.
SUDAN
 Maintain proper
flow of
information them
 Kept things
transparent
2.WHO IS AT FAULT?

13. RELATABLE
CONCEPTS OF HRM:

14. • IDENTIFICATION OF TALENT(successfully
done)
Vijay turned out to be an asset employee to
the company.

15. MENTORING(has failed terribly)
This lead to frustration in Vijay and he
decided to resign from his position.

16. • COMMUNICATION (FAILED)
There was a total communication failure
between the HR head and the finance head
and between Vijay.

17. THANK-YOU