Institute of Management Technology, Ghaziabad

End Term Take Home Exam (Term – VIII)

(Time Duration: 2.30 hrs)
PGDM – Full Time (Batch 2019 – 21)

Answer-sheet

Enroll. No.: 190103161 Section: B

Date: 11-04-2021 Term: VIII

Subject: Talent Management

Faculty Name: Prof. Atul Shinde and Prof Anand Pillai

Answer No. 1
1. The HR head should take the following steps to resolve the identified issues:
 There must be strict policies against absenteeism and rewards for employees
who do not perform such tactics, which will reduce the problem of absenteeism in
the organisation

 The issue of high employee turnover and low motivation can require immediate
addressing by creating a “Total Rewards Program” and clearly communicating it
to the employees in order to intrigue their curiosity as to how it would affect them
and how they could perform better in order to reap all the benefits of the
program.

 To improve the motivation towards innovation culture, there must be design

thinking activities in order to have the employees look at the larger picture and
 the bigger perspective.

 There is also an issue with team work and motivation, it can be improved by
setting and stating very clear team goals and also ensuring that the teams are
recognized and rewards for achievement of these goals which would allow other
teams to participate and give their best.

Answer1. (2)
HR has reshaped itself into one of the most valued assets to the organization by
increasing its credibility by participating in strategic business functions and by input of
insights that make an organization’s strategic decisions.
The HR department at Everyhome can play the role of a strategic partner in the
business management due to the following reasons-
Change in mindset: The HR department at Everyhome has to show the MD that the
HR can also contribute towards the strategic decisions of the business and not just
perform administrative and transactional tasks. This would be possible since Mr.Jeevan
has now been to come up with issues outside the general HR domain.
Gaining deeper insights and understanding of the business: The HR department
should realize and understand all aspects of the EveryHome business and how different
teams come together to make the firm a success.
 How the company generates revenue?
 Who are the competitors?
 The firms Points-of-Parity and Differentiation?
The HR has done a great job in identifying issues deep rooted in the business
and also been able to segregate them based on departments:
 Market Issues: High competition
 Marketing Issues: Lack of clear communication about products
 Product: Lacking USP and product differentiation
 HR Issues: Lack of motivation, No growth prospects, Lack of teamwork
 Lack of effective leadership, lack of future orientation
If Mr Jeevan is able to come up with solutions to the highlighted issues, the credibility of
HR department will get a huge boost.
Understanding the culture to build: The rebuild of EveryHome needs the HR
department to cement a culture and a workspace where everyone is performing
optimally and for the organization. An understanding in this area would make the HR
department a seated member in the strategy of the firm.
(3) The three major reasons identified for a lack of organizational culture at EveryHome:
• Company crisis
• Lack of risk-taking behavior
• Lack of motivation due to lack of growth
• Lack of effective leadership - short-sightedness
• No harmony amongst the employees
• No set expectations
• High Rate of turnover, absenteeism
Initiatives towards changing organizations culture:
Involving all stakeholders in the creation process: Making the employees a part of
creation process of the company culture can greatly benefit an organization since
employees are the core of an organizational culture and neglecting them or leaving
them out of the process can only detriment the relationship of the employee with the
organization further.
Employee Value Proposition (EVP): This would define what employees value the
most while they work for your organization. The EVP should be created by conducting a
unbiased and valid research that is not comprising of inputs from just company leaders.
Aligning the organizational culture with the brand: The company should exercise
the rights that were present that made them a leading company in the FMCG sector.
The reflection of growth vision and business values that made them successful should
align with the culture at the organization. This would help the organization resonate with
both its employees and the target market.
To appreciate and acknowledge the desirable behavior amongst the employees:
Awarding star employees creates role models to help others follow into their footsteps.
Also, recognizing employee support and contribution to overall mission and objectives
can help culitvate a sense of accomplishment and ownership.

(4). Steps required to build leadership capabilities within the organization:

 Creating a competency leadership framework: Everyhome should lay out a
set of skills and competencies required and needed to succeed in the
organization.

 The skillset and framework should aid in building a team of leaders for the future.

 Identifying training and developmental: The organization should realize and

recognize devolpmental areas, assessment areas for existing and future leaders
 and develop plans for development and improvement.

 High potential identification: The organization should be able to recognize and

build with employees who have the potential to be future leaders. This can be
done with an assessment on leadership skills and a high learning agility.

 Early identification can aid the developmental process and nurturing process.

 Internal succession framework: As per future requirements, The potential

employees must be trained beforehand in order to be skillful and sufficient to fill
in the shoes of the people who would not be a part of the organisation in the
future due to any reason. This will allow in improving the employee morale as
well as same the organisation a lot of time that would be spent on hiring and
training.

Answer No.2
A) 7 steps of performance management are as follows –
1. Team based outcome finalization: The very first and the most important action
plan for any company is the analysis of the goals, in order to develop a proper
action plan for the future to achieve those goals, in order to have a clear direction
for the teams to divert their efforts towards.

2. Target Setting: This step includes setting up goals that are clear and objective,
in order to have the right sense of direction as to where the efforts of the
company need to be directed towards, to attain maximum output.

3. Individual Goal Setting: The 3rd step is to set individual goals that align with the
overall goals of the organisation in order to give the individuals a clear sense of
direction as to what is expected out of them. This allows the individual members
of the organisation to stay focused and motivated throughout the process and not
divert from their goals.

4. Mid-year review: Mid term evaluations are necessary in order to assess the
relevance of an intervention by a senior member in order to keep the efforts of
the employees in the right direction. They provide the chance of modifications to
ensure the achievement of the objectives in a smooth manner.

5. Year-end Evaluation: It can also be called as the project completion evaluation.

Generally, it is used to inform the stakeholders about the success of the projects
and is also important for documenting the ups and downs of the project which
 may be dealt with in an easier manner if they ever arise in the future.

6. Moderation: The main objective of moderation is to ensure that everyone

understands the standards required at each scale and all are on the same page
with the evaluation parameters used by the superiors. Because of moderation,
the integrity of the PM process is maintained.

7. Performance Rating Communication: The last step of the PM process is

communication of the rating granted to the employees based on their past
performance. Effective feedback is crucial for the growth and success of all the
individuals and it ensures that people understand where they were lacking and
where they could have performed better
Moderation is important because of the following reasons:
1. It ensures that the supervisors evaluate the performance in a fair and just way
2. It ensures that all the individuals are evaluated on the same scale
3. It ensures that the integrity of the performance appraisal system is maintained

B)
A total rewards program is a strategy that provides monetary, business and
developmental rewards to employees who achieve specific business goals. As an HR in
a transnational organisation, I would take the necessary 5 steps in order to develop a
total rewards program –
1. Assess the current state of the Total rewards in the organisation: Getting all
the relevant information about the rewards management and the employee
recognition program and evaluating whether the compensation is fair with regard
to their colleagues. To assess the benefits that are being offered to the
employees and to understand how they are being perceived by the employees
themselves.

2. Understanding what the employees value: To actually understand what the

employee values more, is one of the most important steps I will keep in mind
while creating the total rewards program. Finding out what motivates an
employee and what the employee values is very important as it may differ from
employee to employee. According to Wills tower Wilson, only 57% employers
understand the current total rewards offerings that their employees want.

3. Include leadership: I would include the senior management as well, while

developing the total rewards program in for the employees and ensure that they
notice the changes and improvements in the employee satisfaction, company’s
attractiveness to prospective employees and the results that may be quantifiably
 shown in the business improvement.

4. Setting priorities and communicating changes: Assessing the current system

in place, I would try to find out gaps in the current processes and try to set
priorities in filling up these gaps in the new Total rewards program. I will also
communicate these changes to the employees so that they feel that they are
also being heard and involved in various decisions by the organisation and also
intrigued as to how these changes may be beneficial for them.

5. Cost and impact: I would also keep in mind the overall cost that would incur in
creating a new rewards program and assess the overall impact it would create
for the organisation in the longer run.

Answer No. 3
360 feedback is the process of evaluating the performance of the employee on-
- Opinions of people that the employee works with
- Those who are directly or indirectly affected by the performance of the employee.
o Employees, Seniors, Colleagues, juniors and the employee himself.

360 feedback helps each person to consider how others perceive his or her
effectiveness as an employee, coworker, or staff member.
It shall not be mistaken for a performance appraisal tool since it does not concern with
the end work objective of the employee. It is rather focused on development of the
employee to be a better asset for the company.

Advantages of 360-degree feedback-

 Since a number of points are view are taken into consideration for each
employee, a 360 feedback provides a holistic view of the employee.
 The development plans for each employee can be created more easily and in-
line with the expectations of all stakeholders (internal and external).
 It is free from biases and prejudices since a feedback is gathered from a lot of
sources. This increases the credibility of the feedback.
 As it includes employees from across the strata, there is an increase in
communication, which drives higher motivation.
 Taking in regard the customer feedback also improves the overall performance of
the employee

Pitfalls
The 360-degree feedback has the following negatives
- It is ineffective for startups and smaller organisations as very few sources are
available and it requires high number of resources.
- Inconclusive and vague feedback may be another pitfall for the 360-feedback
process
- It is more focused on the negatives and drawbacks of the employee so it can
create a negative atmosphere

Answer No. 6
A) Factors taken into consideration for diversity are as follows:
1. Demographic diversity: People from different Age, background, income, race,
religious backgrounds have different values and different ways of dealing with
situations which can provide a better chance of growth and can give an improved
sense of direction to the organisation.

2. Experience: Considering people with a lot of experience and also people with
no experience so that they may be moulded according to the requirements of the
organisation.
3. Generalists and Specialists: Breadth and Depth

4. Visionary and pragmatists : People coming with a futuristic mindset and also
people who try to find faults and negatives which leave scope for improvement

5. Entrepreneurs / Intrapreneurs and employees

Answer 6(b)
Culture has become a key element in all organisation and amongst various leaders and
HRs who now have recognized the importance of culture in an organisation.
The main reason for this is that people coming in from different cultural backgrounds
tend to have different perspectives and different ways of dealing with situations. To
learn different ways of people by observing them allows people to grow on an individual
level and that is why a cultural diversity is being promoted in the organisations these
days.
It drives the employee behavior, helps in innovation and excellent customer satisfaction.
It becomes one of the biggest competitive advantages that a firm can have during times
of change as well as bringing in new ideas and direction for the businesses.
Thus, building a strong organizational culture is very important for the long run.