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Human Resource Management
Case Studies
CASE STUDY (20 Marks)
Sushma Gupta worked as the Assistant
Manager (AM) of Operations for Mega Shopping Arena (MSA). Sushma loved her job
and had worked hard to get to the position of AM. In March, as she had
expected, Sushma was promoted and made Manager. Ever since Sushma had been
promoted, she had been working late, sometimes till midnight. However, most of
the work that she was doing was something that she should have delegated to her
juniors Sushma Gupta worked as the Assistant Manager (AM) of Operations for Mega
Shopping Arena (MSA). MSA, a popular store, sold everything from food, clothes,
and shoes to stationery, furniture, household items, electronics, and toys. The
store advertised itself as a one stop shop where the customer could find everything
he or she needed. Sushma was happy that she was working with such a reputed,
well established store. Sushma loved her job and had worked hard to get to the
position of AM. Her life revolved around her work, so much so that she had to
be forced to take leave or a vacation. Her seniors were happy with her work,
and Sushma was looking forward to the performance appraisals in March. .
Answer
the following question.
Q1.
What in your opinion was Sushma doing wrong? What do you suggest she do now in
order to rectify the situation?
Q2.
Should the company have trained Sushma for her new role? What should She do
now?
CASE STUDY (20 Marks)
The case study focuses on the HR
problems faced by Honda Motor Cycle & Scooters India (HMSI). The case
discusses the various reasons which led to the dispute between the management
and employees of HMSI. It elaborates the incidents, which led to the strike at
the company that resulted in HMSI workers being severely beaten up by the
police. Labor strife and the management's inability to deal with it effectively
had resulted in huge losses for the company due to the fall in the production
level at the plant. In addition to this, the company also received a lot of
negative publicity as newspapers and TV channels gave wide coverage to the violence
of the action. It highlights the growing number of instances of clashes between
the employees and the management of companies in India, which is often guided
by external parties such as trade unions and political parties.
Answer
the following question.
Q1.
Give the factors that lead to labor unrest at a factory and the impact of such
incidents on the employees and the company
Q2.
Explain HR policies adopted by organizations to prevent labor unrest at the
workplace.
Q3.
Analyze the role of external parties such as trade unions; political parties
etc., in disturbing the working environment in a company
CASE STUDY (20 Marks)
In a pharmacy company manufacturing and
marketing drugs and medicines, the research staff has developed a number of new products
and formulations which are effective. But at the same time it has to meet
severe competition from stalwarts with foreign collaboration. Mr. Shah, the
Vice President Marketing, has a very successful Pharmacy Marketing background.
He has been with the company for the past 4 years. Mr. Shah had made ambitious
plans for capturing a sizeable share of the market in Gujarat. The company
being medium sized, Mr. Shah had kept his marketing department and the
marketing team lean and trim. The field sales staff was given aggressive
targets and was virtually pushed to reach the respective targets. The field
staff worked to their best abilities to complete their respective targets. Mr.
Shah had himself been working almost 1112 hours a day. There was no formal appraisal
and reward system in the company. During last 5 years more than 60 Medical
Representatives and Area Supervisors had left the company due to unsatisfactory
increments and promotions. Those who left the company were star workers. But
Mr. Shah did not care for this high turnover. He was over confident that he
would be able to hire fresher’s and also select Candidates who were not happy
with their remuneration in their respective companies. Mr. Shah had never
communicated to the field sales staff about their performance or reasons for
not recognizing their outstanding performance in a few cases. There was on the
whole great dissatisfaction and good performers were leaving the company.
Answer the following question.
Q1.
Enumerate the steps you will take to correct the situation?
Q2.
. In the event of your suggesting a Performance Appraisal System, what type of
appraisal system would be suitable and why.
Q3.
Discuss, if the appraisal system should also include merit, rewards and promotions.
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
B level plumbers began closing an average of 6 out of 10 customers and the C level
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 B level 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
