Solution Summary – Every start-up needs funds to work with and this is one of the drawbacks therefore we decided to make a prototype of our Electric Vehicle for Fund raising then setup our plant for production. In the initial days, we have invested a sum amount of Rs.48 lakhs + Rs.60 lakh on 16% interest in what we have to work with. So, in order to avoid confusion and chaos among teammates, I have decided on a Target and deadline based salary drawing. In a start-up every person must bring in equal efforts to the table to earn their piece of bread. To find out how much work each one of us has done, there is a work allocation target and deadline table given in the solution. Once we get the funds, we will hire the enough manpower in regards to sales projection. Then year on year expansion will take place to different cities and proportionate quantities of manpower will be hired. For retention plan, we mainly focus on MBO, Wages, Benefits, Attendance and time schedule. We will train our employees enough so that anybody will be ready to pay double of what we are paying them. Training is highly crucial in our start-up organisation.

1. Prepare a Hiring, Training & Retention Plan for 2020 -21
Introduction –
Vayu is a start-up consisting of eight dynamic, ambitious and
hardworking team members who as team dreams of changing the
electric vehicle landscape of the country. The team is focused into
developing two-wheeler electric scooters with state-of-the-art
features at affordable price. The name of the start-up signifies fast
and flexible like air. The model names depict the smartness through
electric system. The tagline of “Ab Smart Hoga India” denotes the
effort made by the team to help India gain the leadership position in
the worldwide revolution towards electrical vehicles and at the same
time the smart features embedded in the scooter.
The long-term focus is to be the largest and most admired electric two-wheeler maker of India in
a sustainable energy efficient way.
The start-up aims at launching two models- Elektra and Elektra+. Both the models are not
constrained to any gender. Electra is a premium model that targets the young to middle age tech-
savvy customer, belonging to Social Economic Category A1, A2, A who would want to portray
this scooter as a part of their style statement and would enjoy fast rides with their near and dear
ones. On the other hand, the model Elektra+ is perfect example of conjunction of efficiency,
smartness and affordability. Common people, who wants an economic ride with latest
functionalities. The targeted customer segment would be college goers, other people belonging to
Social Economic Category B1, B2, and B.
The primary objective of the company is to secure VC funding to arrange enough money for
R&D, manufacturing and marketing expenses.
Title –
Hiring, Training & Retention Plan for 2020 -21, Remuneration, Flexible work time, Additional
Week off, Target & Deadline
Case Understanding –
1. Demand for dedicated team
2. Demand for Human capital during plant set-up
3. Demand for skill training and talent development: As we are a startup, innovation is very
essential and if the employees are not trained properly then employee retention will be at stake
which will cost high to the firm.
4. Demand for Organizational Policy and Procedure

2. Solution Summary –
Every start-up needs funds to work with and this is one of the drawbacks therefore we decided to
make a prototype of our Electric Vehicle for Fund raising then setup our plant for production. In
the initial days, we have invested a sum amount of Rs.48 lakhs + Rs.60 lakh on 16% interest in
what we have to work with. So, in order to avoid confusion and chaos among teammates, I have
decided on a Target and deadline based salary drawing. In a start-up every person must bring in
equal efforts to the table to earn their piece of bread. To find out how much work each one of us
has done, there is a work allocation target and deadline table given in the solution. Once we get
the funds, we will hire the enough manpower in regards to sales projection. Then year on year
expansion will take place to different cities and proportionate quantities of manpower will be
hired. For retention plan, we mainly focus on MBO, Wages, Benefits, Attendance and time
schedule. We will train our employees enough so that anybody will be ready to pay double of
what we are paying them. Training is highly crucial in our start-up organisation.
Solution –
PLAN FOR JANUARY 2020 – JULY 2020
According to our plan we are making a prototype and pitch it to investors for funds. The
expected time to get the funds approved would be 7 months duration from April 2020 - October
2020.
The culture in a start-up sees no differentiation in job roles initially, everybody’s job is flexible.
When it comes to remuneration, the best way to get paid in a start-up is to work with targets and
deadlines. As the case reads every team member has an average monthly personal financial
requirement of Rs.50 thousand, which they wish to withdraw every month from this business
which seems very difficult at this point in time. To overcome this, our start-up will follow the
model of Proportionality salary wherein every team member is given his/her target with deadline.
100% job done = Rs. 50, 000
50% job done = Rs. 25,000 and likewise.
To eradicate confusion of jobs, the below tables provides idea of what a 100% job per month is.
The assigned target must be completed in the stipulated time given and the firm is absolutely
rationally in accordance with it. We are hiring 5 interns for the initial product assembly.
Designation Month1 Month2 Month3 Month4 Month5 Month6 Month7
Computer
Engineer
Integrati
on of
Vehicle
manage
Schema
Preparati
on
Pre
Design
model
Design Develop
ment

3. ment
system
Mechanical
Engineer 1
Tools
and part
fabricati
on
Rear
suspensi
on
assembly
Wheels
assembly
Electric
motor
set-up
Brake
system
Handle
bars
assembly
Mountin
g and
holding
Mechanical
Engineer 2
Tools
and part
fabricati
on
Rear
suspensi
on
assembly
Wheels
assembly
Electric
motor
set-up
Brake
system
Handle
bars
assembly
Mountin
g and
holding
Electrical
Engineer
Rough
plan
schema
Battery
fabricati
on
Electric
motor
set-up
Assembl
y
MBA
Graduate 1
Compan
y
registrati
on
Fund
raising
process
Procure
ment of
equipme
nt
Licenses
and
permits
filing
Business
develop
ment
Quotatio
n for
different
parts
Preparati
on of
legal
documen
ts
MBA
Graduate 2
Compan
y
registrati
on
Fund
raising
process
Procure
ment of
equipme
nt
Licenses
and
permits
filing
Business
develop
ment
Quotatio
n for
different
parts
Preparati
on of
legal
documen
ts
Marketing
Personnel 1
Market
research
on Niche
MR on
product
MR on
Competit
ors
Brand
building
Advertisi
ng, STP,
4Ps
planning
Creating
of Social
Media
pages &
updating
it
Marketing
Personnel 2
Market
research
on Niche
MR on
product
MR on
Competit
ors
Brand
building
Advertisi
ng, STP,
4Ps
planning
Creating
of Social
Media
pages &
updating
it
Mechanical
Engineering
Interns (5)
Work in
assembly
line
Work in
assembly
line
Work in
assembly
line
Note: - 1. Failing to complete the work on time will not attract any monetary benefits from the
company unless authorised documented proof is submitted against it.
2. Few parts will be imported while others will be manufactured by our team
Remuneration for the Interns:
1) Bonafide from their respective institutes in required

4. 2) Signature on Non-disclosure agreement by the interns
3) Certificate of completion will be provided
4) Rs.2000 for 3 months to each member will be provided
5) Job guarantee once we set-up our plant
PLAN FOR AUGUST 2020 - JANUARY 2021
Hiring Plan:
To hire fresh, Our Company Vayu Pvt Ltd must have an exposure to the outer world and we will
make it through Social Media – Optimized LinkedIn Company Page, Facebook, Paid promotion
for Instagram job posting, Creating Employee branding video and share that on social media. We
will constantly update our work culture and future aspects of business so that we can attract
employee who are our prime customers. We entertain gender equality in our organisation.
Potential Hires –
We have planned to set-up a plant capacity of producing 1000 units/month. Now, the number of
units of premium model & Middle end model to be produced per month will be determined by
the market research projections. According to this, the quantity of manpower required for
manufacturing and production is given below.
 Production Team – 50 employees
 Marketing Team – 40 employees
 Operations Team – 10 employees
 Human Capital Team – 10 employees
 Finance Team – 10 employees
 Research & Development Team – 5 employees
 Software Development Team – 10 employees
 Office Maintenance Team – 5 employees
Total new hires = 140 employees
Already existing team = 8 members
Total employees = 148
Note: - The numbers in the bracket represents the number of employees to be hired for that
particular designation.

5. Production
Head(1)
Mechanical
Engineer(20)
Electrical
Engineer(10)
Production
manager(10)
Product
manager(9)
Office
Maintenance
Office boy(2)
Watch man(1)
Cleaners(2)
Software Development
Head(1)
Manager(2)
Executive(1)
Assistant(6)
Research & Development Team
(5)
Remuneration for the new hires:-
 For Head of all the departments, Rs.12 lpa
 For Executives, Rs.10 lpa
 For Managers, Rs.8 lpa
 For Engineers, Rs.6 lpa
 For Office boy, Watchman, Cleaner, Rs.1.2 lpa
Remuneration for Vayu core team:-
All 8 members will be the board of directors with equal shares in the company.
Operations
Head(1)
Operations
Manager(2)
Material
Manager(1)
Purchasing
manager (1)
Logistics
officer(2)
QC/QA (3)
Marketing
Head(1)
Marketing
Executive(10)
Area Manager(5)
Marketing
associates(9)
Sales
manager/man
(15)
Finance
Head(1)
Manager(2)
Executive(1)
Assistant(6)
Human Capital
Head(1)
Human Capital
Manager(6)
Human Capital
Executive(2)
Human Capital
Associate(1)

6. Recruitment plan:
 Online Applications will be received from LinkedIn, Instagram, Our website..etc.
 Background check will be done with the help of online tools
 Psychometric test and online technical test will be conducted. Selected candidates will be
called for further process
 Skype interview and Telephonic interviews will be conducted
 Offer letter will be provided to the deserving candidates
 Joining letters to the candidates will be sent via email
For upcoming years 2021-2025, We will expand to other cities like Chennai, Pune, Mumbai,
Kolkata, Delhi, Ahmedabad, Bangalore … To tackle the expansion work, there is demand for
manpower. In the year three 2022-202, we will hire the half the number of employees and as per
the sales projections this will suffice the production unit.
Retention Plan:
Why should our employees retain in our company over others?
Our employees are our primary customers. Our main objective is to reduce attrition and have a
healthy workforce. Following are the steps taken retention plan:-
 Management by Objectives (MBO): Management by objectives (MBO) is the appraisal
method where managers and employees together identify, plan, organize, and
communicate goals. After setting clear goals, managers and subordinates periodically
discuss the progress made to control and debate on the feasibility.
 Wages:
 Basic salary + incentives. Employees will be incentivised based on their
performance.
 On every national holiday bonus and gifts will be given
 Benefits:
 For Office maintenance team, Grocery worth Rs.2000 + salary will be given.
 Awards & Recognition: What really matters in the workplace is helping
employees feel appreciated. One of the biggest motivators for employees is to be
held in high esteem by their peers. The best way of earning this respect is by
being acknowledged for being good at what they do.
 Medical cover, Life insurance cover and Accident cover of 1 lakh will be given
to all the employees
 Wellness programs will be held every quarter.
 Once an employee completes 5 years in our company, one of their kid’s will be
provided with scholarship amount.
 Interest free loan for adversity and emergency
 Gratuity after completion of 5 years

7.  Time & Attendance Schedule: Employees will have flexible time of work. A fixed
number hour of productivity is mandatory yet, the time of work can be chosen for every
month. 9 hrs of work is must, it can be either 8-5/9-6/10-7. This can’t be changed every
day, it will be fixed for a month.
 Timely Feedback session will be held which will allow the employees to improve their
productivity.
 Additional week off with every one year completion
Training Plan:
As a start-up culture requires a lot of innovation, disruptive ideas and creativity, its quite
tough to have an employee team who can constantly upgrade themselves skilfully. Well trained
employee makes our organisation scale up to heights. We will train our employees enough so
that anybody will be ready to pay double of what we are paying them. Training is highly crucial
in our start-up organisation.
All the training will be conducted for the employees based on needs and assessment. Every
training program will be assessed 6 months once and conducted on need basis. The training
programs we insist on our employees are:-
 Training on 6 sigma for Operations Team
 Training on Basic leadership tools
 Successful communication
 Conducting employee talks & feedback
 Conflict management and conflict communication
 Leading change
 Smarketing
 CRM
We will hire candidates who are fit for the specific job roles yet due to the fast moving pace of
the current industry, up skilling and training is of utmost importance.
Conclusion:
Human must not be seen as a resource rather a Value addition in terms or Intellectual property.
Hence, HR is specified as Human Capital in the Case Solution. The HC department should look
into the problems faced by the employees to reduce their pain points. If all the steps given in this
case solution is implemented then according to the projected sales, we will succeed in the
business. The management should see to that all the departments are working in coordination
with each other at high efficiency and productivity achieving the goals of Vayu.