hi, i’m swati, Anybody could kindly give me any case studies on HR.
From India, Bhubaneswar
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1From India, Bhubaneswar
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Hi Swati, this is a two case studies (case lets) of T&D. Hope it may be useful for you.
POOR SANJAY! One Monday morning, Sanjay Nagpal, a recent recruit from a reputed management institute in Manipal, walked into the sales office in Chennai as a new sales trainee. Raghavan, the Zonal Sales Manager for a large computer hardware firm, was there to greet him. Raghavan's job consisted of overseeing the work of sales officers, field executives, and trainee salesmen numbering over 50 in three areas namely Chennai, Bangalore, and Trivandrum. The sales growth of computers, parts, and other office equipment in his area was highly satisfactory, especially in recent years - thanks to the developmental initiatives taken by respective State Governments in spreading computer education in offices, schools, colleges, banks, and other institutions.
Raghavan had collected several sales reports, catalogues, and pamphlets describing in detail the types of office equipment sold by the company. After a pleasant chat about their backgrounds, Raghavan gave Sanjay the collected material and showed him to his assigned desk.
Thereafter, Raghavan excused himself and did not return. Sanjay spent the whole day scanning the material and at 5.00 pm he picked up his things and went home.
Questions:
1. What do you think about Raghavan's training program?
2. What type of sales training program would you suggest?
3. What method of training would have been best under the circumstances? Would you consider OJT, simulation, or experiential methods?
================================================== ================
IS RAJAT IN NEED OF REMEDIAL TRAINING? Rajat Sharma has been employed for six months in the accounts section of a large manufacturing company in Faridabad. You have been his supervisor for the past three months. Recently, you have been asked by the management to find out the contributions of each employee in the Accounts Section and monitor carefully whether they are meeting the standards set by you.
A few days back, you have completed your formal investigation and with the exception of Rajat, all seem to be meeting the targets set by you. Along with numerous errors, Rajat's work is characterized by low performance - often he does 20 percent less than the other clerks in the department.
As you look into Rajat's performance review sheets again, you begin to wonder whether some sort of remedial training is needed for people like him.
Questions:
1. As Rajat's supervisor, can you find out whether the poor performance is due to poor training or to some other cause?
2. If you find Rajat has been inadequately trained, how do you go about introducing a remedial training program?
3. If he has been with the company six months, what kind of remedial program would be best?
4. Should you supervise him more closely? Can you do this without making it obvious to him and his co-workers?
5. Should you discuss the situation with Rajat?
IF YOU NEED ANYTHING MORE, LET ME KNOW.
TAKE CARE.
BYE
From India, Secunderabad
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POOR SANJAY! One Monday morning, Sanjay Nagpal, a recent recruit from a reputed management institute in Manipal, walked into the sales office in Chennai as a new sales trainee. Raghavan, the Zonal Sales Manager for a large computer hardware firm, was there to greet him. Raghavan's job consisted of overseeing the work of sales officers, field executives, and trainee salesmen numbering over 50 in three areas namely Chennai, Bangalore, and Trivandrum. The sales growth of computers, parts, and other office equipment in his area was highly satisfactory, especially in recent years - thanks to the developmental initiatives taken by respective State Governments in spreading computer education in offices, schools, colleges, banks, and other institutions.
Raghavan had collected several sales reports, catalogues, and pamphlets describing in detail the types of office equipment sold by the company. After a pleasant chat about their backgrounds, Raghavan gave Sanjay the collected material and showed him to his assigned desk.
Thereafter, Raghavan excused himself and did not return. Sanjay spent the whole day scanning the material and at 5.00 pm he picked up his things and went home.
Questions:
1. What do you think about Raghavan's training program?
2. What type of sales training program would you suggest?
3. What method of training would have been best under the circumstances? Would you consider OJT, simulation, or experiential methods?
================================================== ================
IS RAJAT IN NEED OF REMEDIAL TRAINING? Rajat Sharma has been employed for six months in the accounts section of a large manufacturing company in Faridabad. You have been his supervisor for the past three months. Recently, you have been asked by the management to find out the contributions of each employee in the Accounts Section and monitor carefully whether they are meeting the standards set by you.
A few days back, you have completed your formal investigation and with the exception of Rajat, all seem to be meeting the targets set by you. Along with numerous errors, Rajat's work is characterized by low performance - often he does 20 percent less than the other clerks in the department.
As you look into Rajat's performance review sheets again, you begin to wonder whether some sort of remedial training is needed for people like him.
Questions:
1. As Rajat's supervisor, can you find out whether the poor performance is due to poor training or to some other cause?
2. If you find Rajat has been inadequately trained, how do you go about introducing a remedial training program?
3. If he has been with the company six months, what kind of remedial program would be best?
4. Should you supervise him more closely? Can you do this without making it obvious to him and his co-workers?
5. Should you discuss the situation with Rajat?
IF YOU NEED ANYTHING MORE, LET ME KNOW.
TAKE CARE.
BYE
From India, Secunderabad
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Dear Giridhar,
Thank you very much, this is a really interesting case study. Thank you very much once again. Please send some more case studies, I'm really looking forward to your case studies.
Waiting for your reply and new case studies.
Thanks & regards,
Swati
From India, Bhubaneswar
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Thank you very much, this is a really interesting case study. Thank you very much once again. Please send some more case studies, I'm really looking forward to your case studies.
Waiting for your reply and new case studies.
Thanks & regards,
Swati
From India, Bhubaneswar
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Intro to Employee Training & Development - PPT.ppt