MGT600 Case Study: Analyzing Comyst Technologies' Challenges

This case study examines Comyst Technologies (CST), a company facing significant challenges related to employee engagement and performance. The report analyzes the issues, including declining market share and loss of key tenders, and identifies the need for improved employee talent, performance, and job satisfaction. It explores the background of CST, its global expansion, and the current issues such as low employee enthusiasm and retention. The objectives of CST include ensuring future stability through talent acquisition and retention, creating a high-performance team culture, and developing employee capabilities. The report also delves into key principles and theories of strategic people management, such as the contingency and universalistic theories, to recommend practical solutions for CST to regain its market position and reputation. The case study highlights the importance of effective recruitment, retention policies, and a positive organizational culture in achieving these objectives.

RUNNING HEAD: CST CASE STUDY
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EXECUTIVE SUMMARY:
Comyst Technologies (CST) is the company whose employee issues are the main focus of this
report. Software used for multinational communication forms the ground of work for this
company. Further they also work as a system developer. Defence and emergency services are the
sectors that are served by this company. Employee engagement and employee performance are
the two main issue faced by the management leaders of Comyst Technologies. Nikpour (2017)
has stated that how the employees in organisational structure perform immensely affects the
success, productivity, reputation and acceptance of a company. Therefore it is imperative that a
downfall in the employee performance level would produce a major impact on the organisational
activities, functions and the reputation of a company. The report analyses the situation of the
company in the light of various theories and recommends the necessary steps.

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Table of Contents
EXECUTIVE SUMMARY:............................................................................................................1
Introduction:....................................................................................................................................3
Background:.....................................................................................................................................3
Current Issues in Comyst Technologies..........................................................................................4
Objectives of CST............................................................................................................................5
Recommendation:..........................................................................................................................10
Conclusion:....................................................................................................................................12

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Introduction:
Employees form one of the most important parts of a company. They are vital to the
improvement and success of the company. Dignity, Market Position and the reputation of a
company is dependent on the employees, particularly on their performance level (Kramar, 2014).
Different activities for example productivity, performance improvement, customer service, and
retention and so on, determine the success of an employee in his or her role. In the working
structure of a company there are various responsibilities, like establishing team trends, achieving
organisational goals, maintaining creative and healthy work environment, which the staffs are
supposed to carry on their shoulders. These responsibilities are necessary in order to help the
company build up targets and achieve those (Verburg et al. 2018). However, due to some
persistent employee issues Comyst Technologies (CST) has found it difficult to win three big
tenders against its competitors. These significant employee issues have cost the company its
reputation, which has substantially decreased in the last few years. This report aims at finding
solutions, which are both practical as well as helpful to the company, and thereby helping the
company to re-achieve their pervious reputation and market share.
Background:
Comyst Technologies (CST) is the company whose employee issues are the main focus
of this report. Software used for multinational communication forms the ground of work for this
company. Further they also work as a system developer. Defence and emergency services are the
sectors that are served by this company. This company has over the years became a global entity,
expanding its services to the countries like United States, Australia, India, New Zealand, South

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Korea and the Philippines. For the last two years, issues relating to functional performances and
employee satisfaction and service have been rocking the core of this company. The core issues
involve below satisfactory engagement and poor performance of the employees. The
management has been monitoring these problems for the past years, which have significantly
affected the company and its well being. Adding to these woes, a considerable number of
qualified and talented staffs, specialists in their own fields, resigned their post and crippled the
company who are now lacking in presence of key specialists to run the organisational functions.
This incident, along with employee resignation has greatly impacted staff retention in a negative
way. This along with badly affecting the market share and reputation of the company has also
affected the morale enthusiasm and the performance level of the current staffs. Poor staff
engagement, retention and most importantly staff performance has resulted in Comyst
Technologies, losing out to their competitors regarding getting three very important tenders. As a
result the present market share of Comyst Technologies has faced a steep decline and the
company is in dire need to correct the current situation and ultimately regain its previous glory.
In order to improve their current situation and regain their lost reputation the company intends to
focus more on employee talent and performance as well as job satisfaction.
Current Issues in Comyst Technologies:
Employee engagement and employee performance are the two main issue faced by the
management leaders of Comyst Technologies. Nikpour (2017) has stated that how the employees
in organisational structure perform immensely affects the success, productivity, reputation and
acceptance of a company. Therefore, it is imperative that a downfall in the employee
performance level would produce a major impact on the organisational activities, functions and

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the reputation of a company. For Comyst Technologies, the employee issues are extremely bad,
and it affects the company severely, crippling not only their organisational structure but also
their reputation. For fulfilling the organisational purposes, it is very important that the employees
have the necessary enthusiasm, which pushes their talent and performance for the benefit of the
company. This enthusiasm has been found severely lacking in the employees of Comyst
Technologies. Due to lack of enthusiasm, there has been deficiency in the employee performance
as well. Employee engagement in the company has been low, cause of which can be attributed to
some internal existing problems. This has also produced grave negative impacts on the
organisational success and functions. Comyst Technologies also has to deal with a lack of talent,
as many of the specialist and talented employees have resigned from their positions. Another
issue that adds to the above ones is a stark declining rate of employee retention. Lagging behind
competitors in a tough fight for tenders, Comyst Technologies, due to their existing issues have
lost out on those three important tenders. A gap between other companies and Comyst
Technologies regarding capabilities and Technical skills is one of the major factors, which has
contributed towards the company losing its market share and reputation over the last two years.
So it has become imperative for the managerial leaders of the company to undertake significant
decisions and steps so as to improve their condition and regain their market share, position and
reputation.
Objectives of CST
In the next two years:
With the aim of overcoming the current issues related to the employee problems and the
difficult situations in terms of business, the management has identified three major objectives

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that is to be achieved within next two years. The first objective for the company will be ensuring
the position of CST for the future. This will require proper acquisition and retention of talents.
For attracting the best talents, it is required for the company to create a well-suited recruitment
and selection procedure. Recruitment is considered as the process of identification, screening and
short listing of the potentials resources that can fill a vacant position in the organization. The
main aim of the recruitment is to fill up the right person at the right job at the right time. a well
planned recruitment not only provides the company with a better talent but also help in saving
time and cost. In order to identify what are the main lacking areas for CST the company can
conduct a job analysis of the positions and identify the gap between the present condition and the
desired condition. This will help in successfully creating a job description where they can point
out what are the responsibilities of a particular position and what are the set of skills and
competencies that an individual have to possess in order to be eligible for the position. Through
the process of recruitment, an organization is able to ensure that the set of skills of the staffs or
the human resource of the company remains aligned with its initiatives and goals. The term
effective recruitment refers to the recruitment of those persons for the job who is the best
possible candidate for it and has all the required set of skills and talents required for the job. On
the other hand, efficient recruiting refers to the process that has been carried out in conducting
the recruitment. The selection process refers to the screening and short listing and finally
selecting the most competent and suitable employee. This includes the procedure of interviewing
the candidate and assessing the potential that is required for the position. The selection however
does not mean that a company is at a strong foothold. It has to develop an effective retention
policy so that they can retain their selected talents. Since the companies invest a considerable
amount of time and money for grooming a new joining, it will be total loss for the company

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when these employees leave. In cases where there are ample amount of employee leaving
instances a company has to analyse the reason behind this. In some cases, lack of growth
prospect or motivation, low salary or toxic organizational culture becomes the main reason for
which employees leave. Thus, a company has to employ those practices that would contribute in
the retention of the key talents. A recruitment practice can strongly influence a turnover if a
candidate is presented a realistic job preview and the positive effects that they can have as a
result of this recruitment. Offering opportunities for growth and paying at a satisfactory level
also enhances a retention. A real example of an effective and effective employee attraction and
retention is observed in the case of Goldman Sachs one of the most reputed American
multinational brand. The company worldwide has achieved the 27th position in retaining their
employees and attracting the best talents in serving their organization.
The second objective of CST is creating a team based high performance culture within
the organizational environment. a company culture can be described as those set of behaviours
within the environment of the organization that determines how a thing will be get done within a
company and why it is needed to be done in that fashion. The practices, languages, symbols,
shared assumptions and the values and norms determine the type of an organizational culture. An
organizational culture is corely related in enhancing the performance of an organization,
determining the level of employee satisfaction and sense of certaininity about how a problem can
be handled. A high performance culture can be defined as those sets of behaviours that lead an
organization in achieving superior results. Performance however is not always correlated with
the levels of production. It is evident that CST wants a high performance to this culture in order
to enhance the abilities of its employees. The company also aims at creating a team-based
culture. Thus aiming at the achievement of inclusion and integration.

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The third objective on which the CST Company has been focusing on is the building as
well as development of employee capabilities and performance. The present scenario of the
company shows a graph of poor performance of the staffs and low levels of engagement among
employees. Working on this objective can play a crucial role in helping and supporting the
management of the organizations.
Key principles and theories underlying strategic people management
The main principle of the strategic people management is associated with the factors for ensuring
the enhancement of the performance not only of the employees but also of the organizational
performance standard (Gannon, Roper & Doherty, 2015). The applications of the main theories
of the strategic people’s management will help the organization in strengthening the relationship
between the employees and the management that will in turn positively impact the organizational
position.
Contingency theory
The core principle of this theory is that the leaders and the staffs within an organization
follow a useful as well as suitable style of performing and guiding according to the
organizational situation. The theory also advocates that no particular leadership style can be
applied to all the situations and thus there exist no best leadership style. The management needs
to articulate the best leadership style for a particular situation. The leader or the manager is held
the most responsible for monitoring and controlling the functional direction of the staffs so that
the organizational performance is enriched.
Universalistic theory

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This theory is of the view point that there is a linear connection between the functions of
human resource management that integrates the organizational management with the
organizational performance. It is thus the duty of the working employees to effectively practice
and update their functional capabilities so that they can deliver the high quality performance. In
this manner the organization will achieve financial revenue and a measurable market share.
Configurations theory
The configurations theory establishes the concept that an integration of proper system and
proper technology will help in enhancing the performance status of an employee. The application
of this theory in any organization will help in achieving the organizational objectives.
Roles and functions of managers in the context of challenges
The most critical situations within an organization are generally faced by the managers within
the business. Thus based on the nature of the crisis their functions and dimensions of the roles
transforms for satisfying the needs of the organization. In the case of CST the company has been
facing issues of conflicts, temporary functional failures, gaps in communications and planning
etc. which are changing the culture of the organizations as well as the objectives. Thus it is
required on part of the managers to play a crucial role of protagonist in maintaining the
organizational people and achieving successfully the newly formed objectives (Bianchi,
Quishida & Foroni, 2017).. The major role that a manger must play is that of being a
communicator. Within a changing condition it is not only the manager who is facing the risk.
The employees at the same time are actively dealing with the risk for which they can become de-
motivated. An effective communication can give them a sense of direction and motivation for
overcoming the situation. Moreover, in case of crisis misunderstanding of messages are the most

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common issues. Thus, an efficient communicator is required who will stop further scopes of
conflict.
Another role that the manager is required to play is that of a facilitator of change. This
means that while any kind of change will take place the manager will provide the necessary
motivation and support that will help the employees in coping up with the changes and
mitigating the chance or risk and challenges. Also during the phase of change a manager is
responsible to coach the staffs and make them understand about the changing environment.
Finally the identification and at the same time the management of resistance are also core
responsibilities of the managers during the time of challenges.
Recommendation:
Analyzing the situation of the company in the present scenario, the following can be
recommended in order to achieve the objectives as outlined above:
The company has to set up a particular and effective retention policy that will help the
company in attracting the right target group. He most effective way for the purpose will be to
have a definite job description and the man specifications outlined in the description. It is also
necessary in identifying the benefits and the packages that the candidates will be given after
selection. This will not only encourage the candidate, at the same time this is recommended so
that the right mass is attracted. The company will also have to ensure that the knowledge of
retention reaches to the target mass. Depending on the type of the target mass, the company
needs to analyze the perfect platform. In this case they can use the official website and the online
advertisements in different online portals or the walk in interviews to recruit the target group. In

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the retention of the talents, the company must analyse that the objectives of the company are
aligning with that of the candidate. It is also necessary to gauge the expectations of the candidate
from the company in order to clear out any miscommunication. The net phase will require to
compare and analyse the compensation package of the company. If the company is leading
behind in terms of offering compensation than the other organizations in the industry, the
company is bound to face the drop outs of the talents. The next will include the looking after the
fact that the employees are feeling the sense of engagement in the condition that they are dealing
with (Avelino, Salles & Costa, 2017)..
Secondly, sharing the decisions and the revenues with the employees and discussing the
various fact with them will be particularly helpful in developing the sense of unity and will
generate trusts among each other. This will not only increase the chances of retention but at
the same time will be helpful in building a team based culture.
Thirdly, providing the career opportunity will be helpful in the creation of the motivation
among the employees and at the same time creating the chances for the high performance
based culture and increase the capabilities of the employees. these programs can include the
various training programs and arranging for the executive coaching as well as the
motivational programs.
Providing the proper recognitions and benefits to the employees will not only enhance the
motivational levels but will be effective in building up loyalty towards the organizations. It is
always not enough to have good compensation package. Recognition of the efforts through
monetary as well as the no monetary aspects like promotions, facilitating in front of others
etc will also acts as an enthusiasm for the employees.

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The management also has a strong responsibility of showing the required respect as well
as support towards the employees. in case of organizational changes, it is a common factor
for the employees to resist since they are often not confident in the changed pattern or are not
enough knowledgeable about the new method. It is the responsibility of the company to
guide them and train them so that they can take the change positively.
The company can also take into account the usage of non monetary benefits like health
packages or the grants for an extra paid leaves once in a month to the workers who have
overshoot their target to great extent (Zhang, Waldman,Han & Li, 2015).. While this will act
as a motivation for the employees, there will be a growing sense also among the employees
that the company cares for their wellbeing. Also this sense will foster the team culture and
the growth of productivity among the employees.
Conclusion:
It has been outlined throughout the report that for the success of an organization the
commitment and the performance of the employees are required to a great extent. However,
the performances of the employees are dependent largely on their relationships with the
organizational management. The organization thus has to focus on the proper areas of
recruitment, retention and the motivational factors so that they can create a healthy
relationships with their employees. The condition that the CST ompany has been facing for
long are primarily of poor performance and their failure to retain. Understanding the needs of
the employees and developing them according to the needs of the companies will be largely
helpful in this respect.

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Reference List:

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Gannon, J. M., Roper, A., & Doherty, L. (2015). Strategic human resource management: Insights
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Zhang, Y., Waldman, D. A., Han, Y. L., & Li, X. B. (2015). Paradoxical leader behaviors in
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