Muhammad Shahzad FA17-BSE-B9-B-094

Exam Sessional: II

Question No:01

Solution of case study:

1. Narrate the case with suitable Title for the case. Justify your title.

Solution:

 In the case of Case, Watson Limited provided all duties to employees in an equal manner.
However, there are still some problems, such as quality supply of materials for workers,
and the main problem is the policy of hiring new employees without considering the old
potential employees. "Employee Identity VS Employee Equality". As the HR manager
says, employees are not recognized for potential, instead the company has new hires,
which can cause corporate problems.

2. The points rose by the HR manger as reason for the latest issues in the organization
is justifiable or not. Support your answer with Human resource related concepts.

Solution:

 Of course the points presented by the HR manager are appropriate because "people are
public animals as they are loved" by Human Resources experts. So human minds demand
public recognition, self-respect, consideration, etc. For his work
 Said In the above case, the company also supports concept employee equality when it
fails to recognize the potential talent of the current employee, and they feel dissatisfied
with the company and they show up in the way of quality issues and slow down the
product.
 Related HR concept

Staff Recognition:

People can be more motivated by Rewards and recognition than money. In this case also the
employee is dissatisfied even after all the services simply because he is not paying attention.

Slow down production:

The idea of slowing down to produce less is the kind of blow that an employee caused. Industry
experts say that if an employee wants to show their dissatisfaction with management but they do
not want to go on strike following the strike decline. Their impact will be understood later

Features of Hygiene:

The hygienist theory states that there are certain factors related to the availability of personnel
that will not have the greatest impact but the absence of such factors will lead to incentives for
workers. Employee recognition is one such thing where managers fail to do so and will reduce
employees to a great extent.

Hawthrone Trial:

In the fourth experimental program conducted by Elton mayo a dramatic increase in productivity
is recognized at the stage when they consult with employees about management decisions
regarding them. The same thing was lost at Watson Ltd. Prior to the new appointment if the
management consulted with the management and the management and employees would have
defended the matter

3. Help the organization to come out from this critical issue. If you are in the role of HR manager
what will be your immediate step to solve this case.

Solution:
  If I was in the position of HR manager I would try to address the issue and ask
management to hire instead of thinking about existing talent. Personally I will personally
evaluate the reasons given by management and if appropriate I will say the same to
employees. Everything is possible when the negotiations are done. I will therefore inform
the employee that this should not happen again in the organization. I will also embark on
a joint negotiation process to raise the salary that is appropriate for existing employees

Human beings can be easily motivated by Rewards and recognition than that of money.
In this case also the employee are not satisfied even after all facilities just because of
the reason that they are not recognized
Human beings can be easily motivated by Rewards and recognition than that of money.
In this case also the employee are not satisfied even after all facilities just because of
the reason that they are not recognized

Question No:02
Briefly discuss the steps involved in conducting a training programme in a systematic way.

Solution:
Steps Involved in Conducting Training
An effective training program is built by following a systematic, step-by-step process. Stand-
alone training programs (one-off events) often fail to meet organizational goals and participants'
expectations. In today's post, we outline five steps needed to create effective training programs
that will increase positive business effectiveness.
The following are the steps involved in organizing the training program systematically
1) Assess training needs:
The first step in developing a training program is identifying and assessing needs. Employee
training needs may already be established in the company's strategic, human resources or
personal development plans. If you are building a training program from scratch (with no
predetermined goals) then you need to assess the training needs.
2) Set organizational training goals:
Training requires assessment (organizational, work & individual) and identifies any gaps in your
current training programs and employee skill sets. These gaps need to be analyzed and
prioritized and transformed into the training objectives of the organization. The ultimate goal is
to reduce the gap between current and desired performance through the development of a
training program. At the employee level, the training should match the development areas
identified by the 360 degree evaluation.
3) Create a Training Action Plan:
The next step is to create a comprehensive action plan that includes learning, instructional
design, content, materials and other training elements. Resources and training delivery methods
should also be detailed. When developing the program, it is also necessary to consider the
training level and the learning styles of the participants. Many companies pilot their programs
and gather feedback to make adjustments before launching the program across the company.

4) Implement training programs:

The implementation phase is where the training program comes to life. Organizations must
decide whether the training is delivered indoors or outwardly coordinated. The implementation
of the program involves the organization of the training activities schedule and any related
resources (facilities, equipment, etc.). Then the training program is officially launched, promoted
and managed. During training, participants ’progress should be monitored to ensure that the
program is effective.
5) Assess and revise training:
As mentioned in the last section, the training program should be constantly monitored. In the
end, we need to assess whether the entire program is successful and meet the training goals.
Feedback should be sought from all stakeholders to determine the effectiveness of the program
and instructors and to gain knowledge or expertise. Analyzing this view can identify any
weaknesses in the organization. During this time, the training program or action plan may be
revised if the goals or expectations are not met.