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Human Resource Management
CASE
STUDY (20 Marks)
The president of the Academy Employment Service has
inaugurated a Management by Objectives program in order that more accurate
appraisals may be made of professional personnel. Frank Bank, an employment
interviewer, has for the past year established relations with Small Business
College, a privately run school in the southern part of the state. It graduates
about 25 people per month and Bank had agreed to place as many of those who
wanted placement in training related
jobs. Between 15 and 20 people per month signed up for this
service. When the president asked Bank to prepare objectives for his job, this
seemed to be one of the easy places to do it. Inasmuch as Bank was now placing
about 35 percent of the applicants, the president asked if he thought he could
raise this to 50 percent. Bank assured him that he could. In reviewing Bank’s
accomplishments at the end of the 6month period, it was concluded by the
personnel unit that Bank was placing only 5 to 7 percent of the graduates in training
related jobs.
Several lengthy and heated discussions took place regarding
just what was meant by training related. Bank considered any job to be training
related, while the personnel unit contended that the job content had to bear
some relationship to the training acquired in school. Moreover, if the placed
student quit before 90 days of work, the personnel unit would not classify this
as a successful placement. Continuous documentation of Bank’s 5 to 7 percent
performance against the 50 percent objective led to Bank’s serious
consideration of early retirement.
Answer the following question
Q1. Is this objective a well stated one? Why or why not?
Q2.
If you were the president, how would you resolve the dispute between Bank and
the personnel unit?
CASE STUDY (20 Marks)
In 2008, Chicagobased consulting
firm Sonoma Partners, LLC, (Sonoma Partners), featured in the 'Chicago's Best
and Brightest Companies to work for' for the second consecutive time. Experts
felt that in a relatively short time, the company had demonstrated its ability
to create organizational value and business results through its policies and
best practices in human resource (HR) management. The highlights of its HR
practices were a good benefits package, a stimulating workplace, and a unique
mentoring program. Sonoma Partners, LLC (Sonoma Partners), a consulting company
based in Chicago, USA, was founded in 2001. It helped small and medium
enterprises (SME) to build and manage their database using Microsoft Dynamics
CRM (Customer Relationship Management) software. Sonoma Partners was a
Microsoft Gold Certified Partner and had been working with Microsoft CRM since its
inception. In addition to its success in CRM implementations for client firms
and the various awards it received for it, the relatively small entrepreneurial
venture had also earned accolades for its human resource (HR) management
practices.
Answer the following question.
Q1. Critically analyze the HR
practices at Sonoma Partners. Do you think the company will be able to attract
and retain talent in an industry that was known for high attrition? Give
reasons to support your answer.
Q2. List down the HR best
practices followed by Sonoma Partners and comment on what impact these
practices have on its employees/potential employees.
CASE STUDY (20 Marks)
Stress is a rising concern
among employees, especially those belonging to the IT sector. It not only
affects employees' health and productivity but also hampers the financial
health of the company. The IT and health ministers became concerned about the
effect of stress in the IT sector in India which was detrimental to employee
health and likely to wipe off a large amount of national income in India.
Stress had hampered the professional and personal life of the employees which necessitated
the need for a work life balance in the organizations. Infosys Technologies had
initiated various programs for the work life balance of their employees. The systematic
approach toward work life balance would help employees to attain individual as
well as organizational goals.
Answer the following question.
Q1. Discuss the impact of
stress on employee health and productivity.
Q2. Debate on the importance of
the initiatives taken by Infosys on work life balance and their impact.
CASE STUDY (20 Marks)
This project involved improving
the customer service skills, interpersonal skills, and sales closing ratios of
the plumbers. The employees were paid minimum wage but received a commission on
sales that resulted in the top 5 of the 20 plumbers making over $100,000 per
year, 10 plumbers earning between $50,000 and $70,000 per year and 5 plumbers
earned significantly below $50,000 per year. Having extensively analyzed the
sales tactics of the top 5 plumbers, we were able to isolate the best practices
of their closing techniques and incorporate those techniques into a training
program. Before the training program, the top plumbers closed about 7 out of 10
clients, while the middle group closed about 4 out of 10, and the bottom group
closed an average of 2 out of 10 clients. After the program, there was
relatively no change in the closing ratios of the top plumbers, as was
expected. In fact, we used the top plumbers as “instructors” during the program
to provide evidence that the material presented was not just theory. However, the
Blevel plumbers began closing an average of 6 out of 10 customers and the
Clevel producers, who were still closing around 2 out of 10 clients, were
targeted for termination. We subsequently worked for a few months with the
Sales Manager to provide regular weekly phone coaching of the Blevel plumbers
to reinforce the skills from the training and to ensure that they didn’t slip
back into their old “sales comfort zones.”
Answer the following question.
Q1. Give the reasons for
earning significantly low by the 5 out of 20 plumbers.
Q2. Discuss the likely
qualities of the plumbers earning much more than others.
Q3. Why the training program
was proposed by the project team?
Q4. Discuss the outcome of the
training and using top plumbers as instructors.
Assignment Solutions, Case study Answer sheets
Project Report and Thesis - Contact
ARAVIND – 09901366442 – 09902787224
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