Human Resource Management

Case study on
Travails of a Training Manager

Course: Human Resource Management

Submitted to:
Farjana Tazin
Lecturer, Dept. of Management

Submitted by:
Tahiratul Elma
Student ID: B18231068

Tuesday Bangladesh University of Professionals

April 7th, 2020 Mirpur Cantonment, Dhaka-1216.
 SOLUTION

Case analysis

1. As a part of economic liberalization strategy, the GOI has announced several policy
measures which made imports costlier.
2. All imports had to be financed by exports, there were restrictions on margin money and
interest rate for working capital had shot up at one stock.
3. Because of little export income in its account, System had no choice but to discontinue
import in SKD kits
4. The survival of systems depended on how quickly it could train its people-beginning
from a handful of sales engineers- to become market centred and customer friendly in
their approach to business.
5. Ashwin’s failed training approaches. Ashwin started with 10 salesmen, but they found
no interest in that training program and their attendance was very less. Even the
manager thought that the training was a big joke.

What Ashwin should do

Since Ashwin was new to system, he was not able to win the confidence of the
employees in that short span of time as he had very little interaction with them.
Ashwin must try have an informal communication with the employees to win
their confidence and try to understand the culture.

He applied the bottom up approach which was not taken seriously. So now he
should apply top down approach. A "top-down" approach is where an executive
decision maker or other top person makes the decisions of how something
should be done. Firstly, he should try to convince Shroff telling him the
relevance of the training program by showing him the results of other
companies where it was applied. He should convince shroff to make it compulsory for everyone
to attend that training.

There can be reward system also for the employees participating in the training
program. To show the effectiveness of the training program, he can compare
the performance of the participating and the non-participating employees to the
top management. Reward system would stimulate Development and Career
Progression. Employees tend to do more when they are recognized and
rewarded for good work. It brings a sense of satisfaction and builds morale, enhances teamwork
spirit. creates a strong employer brand and attracts potential candidates.
 Ashwin had a belief that the training needs were universal for all companies
and the training techniques were easily transferable. But this is not the case. As
every organization has different culture and different training requirements.
Hence, he should increase the scope of his training program by includes the
benefits, relevance and modifying it according to the organization's need.

Training process involves several steps:

Defining Devising the Evaluation of

organizational Assessment of Establishing training program
objectives and Implementation the results
training needs training goals
strategies of the program attribution