scotzshweta Started The Discussion:
I prepared a case study during the 3rd SEM of MBA. Have given example of a real case study.
It actually shows how strategic HRM can can act as a turnaround strategy for any organization.
Let me know if it helped u in any way.
I have checked your ppt and following are my observations:
a) Your slide No 9 and 10 gives reference of what happened in the year 1999. Slide No 11 jumps to the year 2005 right away. How "innovation" as competency was executed is not mentioned.
b) In the year 2000 company decided to embed "innovation" as core competency. How was it done? What kind of training was imparted to the staff? How many innovative ideas were generated thereafter? How many could be implemented? How the product range was changed? Where are the facts and figures?
c) When company thought to bring in innovation culture, what resistance did the management face? How it was handled? Were any changes made in recruitment policy and emphasis was given to recruit more innovative staff?
d) If I replace the word "HR" with "Marketing", the whole presentation can be passed off for strategic marketing as well. I say this because the presentation claims it to be for HRM but people issues are not mentioned (except a mention of downsizing the workforce by 10% in the year 1999). The facts and figures mentioned in the presentation fit more for marketing than HR.
Dinesh V Divekar
Management & Behavioural Training Consultant
bangalore - 560 094
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