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  • HRM Case Study: BY:-Rahul Jain Richa Tyagi Manish

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    Richa Tyagi
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    The HR manager was disappointed in an employee's performance despite training. An expert was brought in who highlighted that workers want more than just training. The expert recommended restructuring planning to involve employees, increase motivation through acknowledging individual performance, and preparing employees with development opportunities to build confidence. Previously, management viewed trainees as robots and did not consider individual perspectives or needs beyond tasks.

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    The HR manager was disappointed in an employee's performance despite training. An expert was brought in who highlighted that workers want more than just training. The expert recommended restructuring planning to involve employees, increase motivation through acknowledging individual performance, and preparing employees with development opportunities to build confidence. Previously, management viewed trainees as robots and did not consider individual perspectives or needs beyond tasks.

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    10 views5 pages

    HRM Case Study: BY:-Rahul Jain Richa Tyagi Manish

    Uploaded by

    Richa Tyagi
    The HR manager was disappointed in an employee's performance despite training. An expert was brought in who highlighted that workers want more than just training. The expert recommended restructuring planning to involve employees, increase motivation through acknowledging individual performance, and preparing employees with development opportunities to build confidence. Previously, management viewed trainees as robots and did not consider individual perspectives or needs beyond tasks.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    HRM CASE STUDY

    BY:Rahul Jain Richa Tyagi Manish

    INTRODUCTION
    The HR Manager was disappointed that in spite of ensuring that the employee received the best training, their performance did not meet the expectations. He decide to seek professional advice to help him motivate his employee to put their best efforts or alternatively , dump them and recruit better performance. When the professional expert MR Suraj started working of Ambassador , He highlight that workers desire something more apart from just training.

    METHODS TAKEN BY THE CEO


    PROVIDING INFORMATION RESTRUCTURED PLANNING INVOLVEMENT OF EMPLOYEES DECISION MAKING INCREASING MOTIVATION ACKNOWLEDGMENT OF INDIVIDUALS PERFORMANCE

    IMPORTANCE OF EMPLOYEE DEVELOPMENT


    PREPARE THE EMPLOYEES PROVIDE DEVELOPMENT OPPORTUNITIES MONITOR PROGRESS CREATE CONFIDENCE

    WRONG MANAGEMENT STRATEGY


    THOUGHT OF TRAINEES AS ROBOTS INDIVIDUAL PERSPECTIVES WAS NOT TAKING INTO CONSIDERATION FOCUSING ONLY WHAT NEEDS TO BE DONE

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