Professional Documents
Culture Documents
MANAGEMENT
ASSIGNMENT-2
Submitted by
Roll no-7
DFT-7
CASE STUDY 1: POOR SANJAY!
CASE-NOTES
• Raghvan is the zone sales manager responsible for overseeing the work of
sales officer, field executives and trainee salesmen numbering over 50 of three
areas namely Chennai, Bangalore, and Trivandrum.
• The sales growth of the products in his area was highly satisfactory owing to
the developmental initiatives taken by respective State Governments in
spreading computer education.
• After short chat with Sanjay, Raghvan assisted him to his assigned desk and
provided him with the material collected.
• Meanwhile, Sanjay scanned through the material given to him till 5:00pm
before leaving office.
programme?
you suggest?
programme?
Answer:
• The training method adopted by Raghvan is not apt for a new trainee
employee like Sanjay.
• This thus justifies that the training programme followed by Raghvan doesn’t
suffice for imbibing the required job instructions required for performing the
job.
you suggest?
Answer:
• The factors that need to be kept in mind while suggesting an apt sales training
programme would be:
• Identifying the Trainee: - In this case Sanjay being a new recruit, he must be
given an entry-level training.
Answer:
• In this method the trainee would receive firsthand experience of the job
conditions.
• The trainee learns on the actual equipment in use and in the true environment
of his job.
• The trainee also learns by day-day observation the applications of the rules,
regulation and procedures.
• It is also appropriate for teaching the skills and knowledge which can be
acquired in short term.
• Since the nature of the job is of sales, hence hands on experience is a must for
gaining experience of the job.
• The training must be done in stages in situations varying from easy to the
toughest conditions.
• This way the trainee will build up his experiences and learn the decision
making process and strategies.
CASE NOTES:
• Rajat Sharma has been employed for six months in the accounts section of
a large manufacturing company in Faridabad.
• After the investigation it was found that all employees in the accounts section
were meeting the targets that were set.
his co-workers?
Answer:
• It is to be inspected and identify the areas where he had not performed well
or did not show good progress in learning,
• Then these identified areas must be closely supervised when the job is
performed by Rajat.
• He must also be humbly prompted to review his own work to find out the
mistakes in order to make him realise his mistakes and provide an
opportunity for self–correction.
• Parallel investigations must also be done to check factors other than training
affecting /demotivating him.
Answer:
• Investigation into the training records can also help in determining the gap’s in
the training that may have lead to the present problems
• The remedial training should basically focus on the gaps observed in his
earlier training and also keeping the focus on the skills and abilities that hold
prime-importance in meeting the set-standards.
• The required training must not be long and should be precisely cut to needs .
Answer:
• As Rajat has been working in the company for the last six months he must
have gained some necessary experience and skills to perform his job.
• He must have been provided with a initial training during the period of his
induction into the company.
• The training would have helped him understand and better comprehend his job
and make him understand as to be expected of him.
• If in case due to some reason or the other if the training wasn’t successful or
any gaps in learning may have been left in his training, it must be concentrated
upon to fill those required gaps by a remedial training.
• The training necessarily may not be of long period and can also be of on-site in
nature i.e. on the job.
• This shall help him gain practical experience as he goes through the training
process which shall help him retain and learn faster.
Answer
Answer
• Rajat needs to be aware of the situation and the harm being caused, such that
he doesn’t perceive close supervision of his work as criticism or
reprisal.
• Discussing the situation will make him aware of his current position, what’s
wrong with it and what remedial action is planned.
• Rajat’s interest and willingness are prerequisites for active participation in any
remedial measures and also to the success or positive outcome of the steps
taken.
CASE NOTES
FLYING LOW
‘FIGHTER’ PILOTS?
• IA’s eight unions were notorious for their defiant attitude and their use of
unscrupulous methods to force the management to agree to all their demands.
• Strikes, go-slow agitations and wage negotiations were common.
• Each had a different reason, but every strike was about pressurizing IA for
more money.
• From November 1989 to June 1992, there were 13 agitations by different
unions.
• The strategies adopted by IA to overcome these problems were severely
criticized by analysts over the years.
• Analysts noted that the people heading the airline were more interested in
making peace with the unions than looking at the company’s long-term
benefits.
• Russy Mody (Mody), who joined IA as chairman in November 1994, made
efforts to appease the unions by proposing to bring their salaries on par with
those of Air India employees.
TROUBLED SKIES
• Frequent agitations were not the only problem that IA faced in the area of
human resources.
• There were issues that had been either neglected or mismanaged.
• Various allowances such as out-of-pocket expenses, experience allowance,
simulator allowances etc. were paid to those who were not strictly eligible.
• Excessive expenditure was incurred on benefits given to senior executives
such as retention of company car, and room air-conditioners even after
retirement. All these problems had a negative impact on divestment procedure.
• Privatization was expected to give the IA management an opportunity to make
the venture a commercially viable one.
• Freed from its political and social obligations, the carrier was expected to be in
a much better position to handle its labour problems.
• The biggest beneficiaries would be perhaps the passengers, who would get
better services from the airline.
Airways?
Jet Airways?
Answer
• The Air Corporation Act was repealed in the year 1994, thus throwing the
aviation market open to private players.
• Corporate houses entered the fray to milk the large opportunity available.
• As a result, Indian Airlines witnessed mass exodus of its pilots to private
airlines.
• Indian Airlines had to face the heat of the open market competitors and
consumer expectations.
• To gain competitive edge Indian Airlines launched a new image building
advertisement campaign.
• Emphasis was put upon the improvement in services both in-flight and on-
ground and flights strictly adhering to schedules.
• New flights with younger and dynamic crew were also launched to attract
consumers.
• As a result of the above effort Indian Airlines could garner 17% increase in
passenger revenues during the same year.
• Meanwhile the other competitive player provided better services and networks
on offer for consumers.
Failures in Competition
• The airline failed in its image rebuilding initiatives where in the contributing cost
of the human resource spiralled out of tolerance levels.
• The inefficiencies and expenditures were attributed to the organisations
growing losses.
• Staff cost increased alarmingly to Rs 5.9 bn during 1994-98 period.
• Although many private companies were vanquished, those which went on to
eat up IA’s market share.
• This was evident by the fact that in 1999 IA’s share was 47% where as that of
private airlines was of 53 %.
• These failures could also be attributed to the unnecessary interference by the
civil aviation ministry which neither had the necessary competence or expertise
to take intricate decisions.
• The decision making interference ranged from deciding on the crew’s quality
to major technical decisions.
• More than required beaurcratic involvement in the organisational affairs was
responsible for the failures.
Answer
• It is true that IA’s human resources problems were due to its poor human
resource management policy.
• Recurring human resource problems were attributed to its lack of proper
manpower planning and underutilization of existing manpower.
• Employee unions were infamous for resorting to unscrupulous methods on the
slightest pretext and arm-twisting tactics to get their demands accepted.
• In turn, the management of the airline was more interested in making peace
with the unions rather than looking at the company’s long-term benefits.
• Mounting wage bills as a result of the many employee wage friendly schemes
depicted the simplistic approach of the management.
• Improper monitoring by management and abuse by employees of the
Productivity linked incentive scheme reflects the inefficient functioning.
• Uncontrolled increase in the number of employees and the number of surplus
and redundant posts with maximum number of employees per aircraft.
• This abnormal increase in staff was attributed to inefficient manpower
planning, unproductive deployment of manpower and unwarranted increase in
salaries and wages of the employees.
• The recruitment and creation of posts were done without proper scientific
analysis of the manpower requirements of the organization.
• In place of 6 directors in departments there were 9 directors.
• In total there were 30 full time directors, who in turn had their retinue of private
secretaries, drivers and orderlies. These were superfluous staff that just added
to the organisation’s bill.
• There were no basic educational qualifications or job specification prescribed
for senior executive posts.