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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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