scotzshweta Started The Discussion:
Hi all,

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.
Attached FilesProvided by community member scotzshweta. Register to join your network of peers.
File Type: ppt STRATEGIC HRM.ppt (339.0 KB, 5949 views)
Hi, Can any one tell me about Employee Relation & HR Policies details, ie what all in included
PPT was very useful and i am currently in my 3rd semester MBA.
For the next semester i have to do a project which need to
be commenced from the month of jan 2009 - apr 2009.
Please suggest me some topics to do the project.
Dear Shweta.. Is it possible to do project in the same topic "SHRM" in any organisation. ??
Dear Shweta, This greeshu.... Very well done. good job! We expect such presentations from u in future too....
Hi Shweta,i was unable to open the ppt. can u please send me at ? Thanks.From where hv u done ur MBA?? TC,Leena
Hi Shewta, Your PPT is not opening. Can you please mail it to Regards Sharath
hi sweta ur article is really good and informative . It paved me a path 2 prepare a case study
Hello Shweta, I am not able to download the ppt. Can you please forward it to me on:- Thanks & Regards Daleep Sharma
Dear Shweta,

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
+91 9900155394

Limit of your words is limit of your world


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