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Case Study HR manager Role

Case Study HR manager Role

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Published by Krishiv Kumar
Take a company and identify the strengths and weaknesses of that company and also mention if you were an HR manager, how you would help towards the growth and development of that company.
Take a company and identify the strengths and weaknesses of that company and also mention if you were an HR manager, how you would help towards the growth and development of that company.

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Published by: Krishiv Kumar on Feb 17, 2010
Copyright:Attribution Non-commercial


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Part 2: Case StudyTake a company and identify the strengths and weaknesses of that company and alsomention if you were an HR manager, how you would help towards the growth anddevelopment of that company.
MothersonSumi INfotech & Designs Limited (MiND) Noida, India
: MiND provides clients with world class Integrated Software Solutions. World’sleading tier-1 automotive car harness suppliers
Sumitomo Wiring Systems, Japan
SumiMotherson Group, India
have made strategic investments in this company.This is a public limited company registered at New Delhi, India.
Sumitomo Wiring Systems
SWS is part of global giant Sumitomo Group, Japan. It is global tier 1 automotivesupplier and is also world’s leading wiring harness manufacturer. SWS was established inthe year 1917 and is listed on Nagoya Stock Exchange, Japan. SWS has operations inmore than 24 countries around the world. SWS has implemented industry leadingmanufacturing and supply chain processes that are enabled by MIND IT solutions.
Samvardhana Motherson Group
SMG is India’s leading full system solution provider for the automotive industry. It isalso India’s largest wiring harness manufacturer. SMG was established in the year 1975and its flagship company MSSL is actively traded on BSE and NSE. MSSL has beenranked in India’s top 150 companies. SMG has established joint ventures with world’sleading automotive suppliers. It has a global footprint spanning India, Middle East,Europe and the USA.
Company Strengths:
Solution Focus
: They provide business solutions rather than just technologysolutions. The solutions are based on expert understanding of client’s industry andaddress specific business needs.
Multi-Lingual Development
: They have expertise in developing and supportingsoftware applications for use in multiple countries and languages including non-English speaking countries that enables them to cater variety of clientele.
Multi-National Presence
: They serve clients in more than twenty countriesaround the world. 
Corporate Background
: They are backed by Sumitomo Wiring Systems. Japanand the Samvardhana Motherson Group, India. Sumitomo Wiring Systems, Japanis part of Global Fortune 500 Sumitomo Group. Both of the parent companiesgive them great
financial strength and stability.
Quality Processes
: Continuous improvement and optimization of business processes is important to quality initiatives. There processes have been assessed atthe highest level of maturity for a software organization as per CMMspecifications of the Software Engineering Institute, USA. They have beenassessed at CMM Level 5.
: People have a singular focus on helping clients meet their businessobjectives. They employ an excellent mix of technical specialists, functionalexperts and business consultants. The team works collaboratively to developintegrated solutions for clients needs.
Offshore Outsourcing to India
: They inherit the advantage of being an Indian ITcompany getting the Outsourced work globally.
Domain Expertise:
They have solid hold in Wiring Harness manufacturingdomain. With two wiring harness manufacturer backing up they do have an edgein this domain.
Financial growth:
They have slow but continuous financial growth since theycame in existence in 2001
Company Weaknesses:
Globalization and Multi-National Presence
: Presence in more that one countryand work for global clients is a strength as well as weakness for MiND. Theissues like Culture differences, Different time zone, and foreign languages are themajor problems that employees face.
Staffing Policies:
Selecting and retaining talented employee is a challenge in thiscompetitive business scenario for MiND. There are so many different ITcompanies with same business need keen to hire on higher wages.
Training and development
: There are not enough budgets for Training anddevelopment of employees whilst encouraging employees to be innovative andcreative.
Attitude toward risk:
As a global organization they have wrong attitude for risk taking and hence limiting the growth in different domains. They are restricted tomanufacturing domains and not taking there chances to explore different domains.
Challenges in Working Oversees
: There is not enough preparation and skill tounderstand the challenges of living and working overseas. The employees are not provided with special trainings before they go on projects oversees.
Compensation packages:
They don’t provide great compensation packages for the employees.
Formal work environment:
They do have very good work culture but reallyformal and old structured.
Performance appraisals from a distance
: Major share holders management arealso involved in the appraisals given to the employees working in India thatcreates a gap in understanding the work life and needs of the employees from adistanceIf I am the HR Manager for 
MothersonSumi INfotech & Designs Limited,
I wouldreally work hard to cash the advantages and strength this company inherits whilstworking on the weakness they have in order to get the maximum returns. Few importantthings I would like to work on are:1.
Introducing Strategic HRM to meet Challenges of Globalization:
The worldhas undergone a dramatic change over the last few decades, the forces of globalization; technological changes have greatly changed the business environment.MiND is required to respond in a strategic manner to the changes taking place inorder to survive and progress. Strategic Human Resource Management (SHRM)involves a set of internally consistent policies and practices designed andimplemented to ensure that MiND’s human capital contribute to the achievement of its business objectives. Strategic human resources management is largely aboutintegration and adaptation. Its concern is to ensure that: (1) human resources (HR)management is fully integrated with the strategy and the strategic needs of the firm;(2) HR policies cohere both across policy areas and across hierarchies; and (3) HR  practices are adjusted, accepted, and used by line managers and employees as part of their everyday work.
SHRM practices are macro-oriented, proactive and longterm focused in nature; views human resources as assets or investments notexpenses
. Implementing SHRM practices in MiND will create linkage to

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