Part 2: Case Study 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. Company: MothersonSumi INfotech & Designs Limited (MiND) Noida, India Profile: MiND provides clients with world class Integrated Software Solutions. Worlds leading tier-1 automotive car harness suppliers Sumitomo Wiring Systems, Japan and the 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 automotive supplier and is also worlds leading wiring harness manufacturer. SWS was established in the year 1917 and is listed on Nagoya Stock Exchange, Japan. SWS has operations in more than 24 countries around the world. SWS has implemented industry leading manufacturing and supply chain processes that are enabled by MIND IT solutions. Samvardhana Motherson Group SMG is Indias leading full system solution provider for the automotive industry. It is also Indias largest wiring harness manufacturer. SMG was established in the year 1975 and its flagship company MSSL is actively traded on BSE and NSE. MSSL has been ranked in Indias top 150 companies. SMG has established joint ventures with worlds leading 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 technology solutions. The solutions are based on expert understanding of clients industry and address specific business needs.

Multi-Lingual Development: They have expertise in developing and supporting software applications for use in multiple countries and languages including nonEnglish speaking countries that enables them to cater variety of clientele. Multi-National Presence: They serve clients in more than twenty countries around the world.

Corporate Background: They are backed by Sumitomo Wiring Systems. Japan and the Samvardhana Motherson Group, India. Sumitomo Wiring Systems, Japan is part of Global Fortune 500 Sumitomo Group. Both of the parent companies give 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 at the highest level of maturity for a software organization as per CMM specifications of the Software Engineering Institute, USA. They have been assessed at CMM Level 5. People: People have a singular focus on helping clients meet their business objectives. They employ an excellent mix of technical specialists, functional experts and business consultants. The team works collaboratively to develop integrated solutions for clients needs. Offshore Outsourcing to India: They inherit the advantage of being an Indian IT company getting the Outsourced work globally. Domain Expertise: They have solid hold in Wiring Harness manufacturing domain. With two wiring harness manufacturer backing up they do have an edge in this domain. Financial growth: They have slow but continuous financial growth since they came in existence in 2001

Company Weaknesses:

Globalization and Multi-National Presence: Presence in more that one country and work for global clients is a strength as well as weakness for MiND. The issues like Culture differences, Different time zone, and foreign languages are the major problems that employees face. Staffing Policies: Selecting and retaining talented employee is a challenge in this competitive business scenario for MiND. There are so many different IT companies with same business need keen to hire on higher wages. Training and development: There are not enough budgets for Training and development of employees whilst encouraging employees to be innovative and creative. 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 to manufacturing domains and not taking there chances to explore different domains. Challenges in Working Oversees: There is not enough preparation and skill to understand the challenges of living and working overseas. The employees are not provided with special trainings before they go on projects oversees. Compensation packages: They dont provide great compensation packages for the employees. Formal work environment: They do have very good work culture but really formal and old structured. Performance appraisals from a distance: Major share holders management are also involved in the appraisals given to the employees working in India that creates a gap in understanding the work life and needs of the employees from a distance

If I am the HR Manager for MothersonSumi INfotech & Designs Limited, I would really work hard to cash the advantages and strength this company inherits whilst working on the weakness they have in order to get the maximum returns. Few important things I would like to work on are: 1. Introducing Strategic HRM to meet Challenges of Globalization: The world has 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 in order to survive and progress. Strategic Human Resource Management (SHRM) involves a set of internally consistent policies and practices designed and implemented to ensure that MiNDs human capital contribute to the achievement of its business objectives. Strategic human resources management is largely about integration 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 long term focused in nature; views human resources as assets or investments not expenses. Implementing SHRM practices in MiND will create linkage to

organizational performance; and focusing on the alignment of human resources with firm strategy as a means of gaining competitive advantage. 2. Supplementary Trainings: MiND should have more budgets allocated for the trainings. For one, an employee training program improves ability to adapt to changes in the marketplace. Because our staff is learning and working efficiently you can shift to new ideas more quickly. Training also ensures we have quality people on hand when you expand. Because employees know what to do, they can grow your business. Besides that, training builds a motivated and committed team thats loyal to company. It also creates a pool of qualified replacements for employees who leave. Ongoing training helps us fill voids with good people. Lastly, training is just fair to our customers, whom we depend on for our livelihood. Skilled employees will impress customers to come back. Together, these reasons boost competitive edge, as we provide training for our employees. To get there, here are some possible types of training that I would like to introduce: Employee orientation: The first days of work are crucial to a new employees success. I want to orient the employee, and teach the companys goals, and how they can be a part of achieving them. I would like to involve key leaders, even the CEO. We can review whats required of them in the job description. In-house training: Training is not just for new employees. I will continue to upgrade the skills of current employees, which will help them adjust to changes in their job requirements. Such training is best offered by a supervisor. Research shows employees respond better to in-house trainers because theyre familiar with the person and the workplace. Periodic in-house training, done in a group setting, can teach communication, customer service, team building, technical and safety skills. Doing this while employees are on the job reinforces learning, which they can be applied right away to their work. Mentor training: I will introduce a specific kind of in-house training involves mentoring, where a high-rated employee teaches skills to another employee. The mentor should be a keen and successful worker who will pass on the best skills not bad attitudes or sloppy work. This one-on-one arrangement (which research shows as the most effective form of training) pays dividends for both parties. External training: I will try to introduce some out-of-house training, by sending employees to one-day seminars, college courses or workshops. Though they seem costly, these training opportunities can be seen as an employee perk, something to reward or inspire superb workers. This kind of training will provide new skills, stimulates creative ideas and instills employee commitment, which is brought back to the workplace. 3. Improvements in staffing policies: MiND needs to change staffing policies they follow. In this competitive world its really tough to hire and retain the best talent with small budgets. Better salaries with good performance based perks will help to retain skilled labor. Round based interview and group discussions should be part of selection process.

4. Compensation packages: I would like to change the way MiND does the appraisals and compensation packages. Points and performance based appraisals should be done twice a year. Internal awards should be given team wise/department wise for the excellent performers to motivate them to keep up the good work. 5. Preparing for challenges in Working Oversees: I would like to introduce specific trainings that helps technocrats to adjust in different culture and lifestyle oversees. Trainings concentrating on specific issues like Language & accent, Culture and lifestyle and information session guiding them about new place they are visiting. 6. Work environment to promote team work: I want to have more informal team work culture in disparity to Boss/Employee type of old work culture. All the team members should be treated as important for the success of the team. They should have more discussions rather than formal meetings. Some outdoor adventure team activities will help the team to know each other better. Activities like team outings, Team parties and group games should be introduced to make stronger team work. Said all this I really would like to implement my HRM knowledge/solutions to any organization and help them deliver better in this competitive environment.