Human Resource Management

CASE STUDY

It was time for drawing up the HR budget for the financial year 201617. Nina,
Head (Human Resources) of ABC Incorporated, was pondering on the amount
to be allocated for the Training & Development (T&D) activities. The top
management was getting increasingly wary of shelling out funds when it came
to T&D expenditure, but Nina had to immediately get a training program
underway for the 50 new joiners approved by the management. ABC
Incorporated, an MNC headquartered at Bengaluru, had hired 50 new
management trainees in November 2015 from a few of the premier business
schools in India. These recruits had joined the company in April 2016. Nina was
given the responsibility of putting the new joiners through a proper induction
program that would make it easier for them to get acquainted with their job
profiles. Nina, who was leading a team of four HR executives, decided to
conduct a 5daylong training program for the new joiners to facilitate the
orientation process. The HR managers of ABC Incorporated needed to evaluate
the cost of conducting a training program for its new joiners. The case provides
basic facts and figures associated with conducting the training program and
asks the participants whether the company should invest in training the new
employees and if so, in how much time the firm can expect to recover the
costs through the trainees’ output.

Answer the following question.

Q1. Explain what induction training is and why induction training is essential
for new joiners.
Q2. Explain how will you evaluate the training cost and put up a proposal to
the management for approval.
CASE STUDY

The case discusses the age diversity issues at Ashok Leyland Limited (ALL),
India’s second largest commercial vehicle manufacturers. The case can be used
to discuss the topics of generational differences and necessity of its effective
management. Ashok Leyland Limited (ALL) is a company with a long standing
history in India’s industrial development. Started as an establishment aimed at
Industrial development of India, the group grew into the manufacturers of
Heavy Commercial Vehicles (HCV). The company's growth, though slow, was
marked by innovations. To compete with the foreign commercial vehicle
manufacturers and stay fit in the market, company decided to recruit more
youngsters. Soon, 40% of ALL’s workforce constituted of people less than 35
years of age. But the increasing attrition rate of its younger employees puzzled
ALL. Searching for the reason ALL found out that the younger employees were
undergoing a cultural shock. The system which revolved over experience was
in
need of change. A negligence in management of age diversity can spell serious
troubles in an organization. With more and more youngsters entering the
workforce, managing age diversity has become a serious responsibility of
managements across the globe.

Answer the following question.

Q1. Debate on the role played by older executives and younger executives
Q2. Discuss the right mix of experience (Older employees) and exuberance
(younger employees) in an organizational DNA and explore the same for
different industries.

CASE STUDY

On March 29, 2015, the Australian cricket team created history when it won
the ICC Cricket World Cup for a record fifth time. After winning, Michael Clarke,
captain of the winning team, said, “It was a great final, and I think the two best
teams (Australia and New Zealand) in the World Cup were in the final and it
just happened to be our day today.” Australia’s record was all the more
impressive considering that cricket was not even the main sport in the country.
In 2015, the Australian cricket team won the ICC Cricket World Cup. Out of the
eleven editions of the ICC Cricket World Cup, Australian had secured its place
in the final seven times and won the Cup five times. In the oneday
cricket format, the Australian cricket team’s winning percentage was about 65
(in 19772015). This was the highest among all the cricket teams in the world. It
provides the scope to discuss the learning’s for management students
from the Australian cricket team.

Answer the following question.

Q1. Give an overview of the case.

Q2. Analyze the success of the Australian cricket team and give reasons for
their success by quoting various management skills.

CASE STUDY

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 onestop shop where the customer could find everything
he or she needed. Sushma was happy that she was working with such a
reputed, wellestablished 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?