1. INSPIRE TECHNOLOGIES -
FAILED TO INSPIRE?
A Case Study touching on organizational and HRM issues of a growing
startup based in India.
Pawan Alamchandani
MBA – Human Resources
Batch of 2010-2012
Symbiosis Institute of International Business
Mobile No. - +91-9860843603
Email – Alamchandani.pawan.86@gmail.com
Disclaimer: The name of the organization and the case is fictitious and the
sole purpose is to uncover and understand HR issues arising due to failure
of strategy implementation.

2. Let’s Know Inspire

3. Inspire Technologies
• Estd. – 1994
• Founders – Five first generation Entrepreneurs
with a vision to create technological difference.
• Sector – IT Products & Services
• Revenues – USD 900 Million (March’11)
• Employee Strength – 11000

4. Inspire (Org. Chart)
Managing
Director
Director – Director – IT Director – HR
Solutions & Director -
Marketing & CR and
Operations Finance
Administration
GM GM GM
DGM
Sr. Manager
Manager

5. Inspire Technologies – Sector-wise
business contribution (March’11)
Serial No. Sector Business
Contribution (%)
1. Manufacturing 43
and Automobiles
2. Healthcare 27
3. BFSI 12
4. Retail 8

6. Inspire – Over the Years
Year 1994 2000 2011
Parameter
Revenue (US $ Mn) 1 (Seed Capital) 100 900
Employee Strength 10 2500 11000

7. Inspire Technologies – Core Beliefs
• Autonomy
• Innovation
• Collaboration
• Customer Engagement

8. HR Systems & Processes
• Dedicated HRM & Administration Function put in place
in 1998
• Major focus on recruitment to meet growth
• BARS used for Performance Appraisal
• Occasional Trainings (No Training & Development
Center)
• Internship Program

9. Reality Check – HR Practices
• Recruitment becomes the face of HR.
• No correlation between Performance and outcome.
• No focus on Training and Development
• No Succession Planning – Senior positions filled
through lateral hiring
• Erroneous Compensation Designs – Internal Parity
Issues

10. Impact of HR Practices
1. Employee Resentment
due to external hiring for
senior positions.
2. Favoritism valued over
Performance
3. Strained Mentor-
Mentee Relations
Disengaged
Employees
Lower CSI
(Customer
Employee Attrition Satisfaction Index)
BUSINESS IMPACT

11. Isn’t it then that HRM is an intrinsic part of
Business Strategy?

12. How should HR Practices in an organization
MATURE?