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  • PMT Case Study

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    Sathiyan Ashley
    65 views5 pages
    The document discusses issues that arose during Mr. Sharma's training period and options for addressing them. It analyzes where things went wrong, including a lack of communication from management and unrealistic expectations placed on Mr. Sharma. The document also provides suggestions for getting Mr. Sharma back on track, such as counseling, giving him a leadership role, and focusing on his strengths rather than weaknesses.

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    The document discusses issues that arose during Mr. Sharma's training period and options for addressing them. It analyzes where things went wrong, including a lack of communication from management and unrealistic expectations placed on Mr. Sharma. The document also provides suggestions for getting Mr. Sharma back on track, such as counseling, giving him a leadership role, and focusing on his strengths rather than weaknesses.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    Download as ppt, pdf, or txt
    65 views5 pages

    PMT Case Study

    Uploaded by

    Sathiyan Ashley
    The document discusses issues that arose during Mr. Sharma's training period and options for addressing them. It analyzes where things went wrong, including a lack of communication from management and unrealistic expectations placed on Mr. Sharma. The document also provides suggestions for getting Mr. Sharma back on track, such as counseling, giving him a leadership role, and focusing on his strengths rather than weaknesses.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    of 5

    Where did the things go wrong?

    Management doesn t give full view of training period. Mgt Allocate work on real time but when his demand is not met, things turn into wrong way. Increase in lot of Stress & Strain. When compared to other trainee, Mgt was expecting a lot from Sharma. Sharma felt that he should be duly rewarded for hard work.

    Strategic Performance Management Process: 1.Strategy Development 2.Budgeting/Target Setting 3.Performance Measurement 4.Execution/Forecasting 5.Performance review 6.Incentive/Compensation

    What options are open for the Training Manager other than termination of Mr.Sharma?
    He would have transferred to other department. Behavioral Training. Motivational Training. Need Assessment(Allison Rosett)

    Did the Paints Shop Manager handle the trainee Properly?


    No, He didn t handled Sharma properly. Lack of Communication Gap. Closed view on the Trainees. Techniques of Identifying Gaps: 1.Observation 2.Training need Survey 3.Employees Meetings 4.Inspection

    How could you put Mr.Sharma back into the right track?
    To give break. Counselling. Can give position of leader for other trainees. To sign a bond. Take a Positive aspect rather than the negative aspect. Encourage Mr.Sharma as he is an efficient trainee.

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