Human Resource Management

CASE STUDY (20 Marks)

In October 2014, US based technology company Yahoo! Inc. (Yahoo)

announced that it planned to layoff around 400 engineers from its India office.
These engineers were part of its Software Development Center (SDC) at
Bangalore in south India, the second largest engineering development center
of Yahoo. US based Yahoo Inc. (Yahoo) used layoff and downsizing as a
restructuring strategy to control its bloated cost structure and trim its
workforce. In one such restructuring effort in October 2014 when Yahoo laid
off around 400 software engineers from its R&D office in Bangalore, India.
There were various speculations on the number of employees laid off and the
rationale behind this decision. Along with this, it also highlights the influence of
investors on the human resource planning (HRP) of the company. The strategic
move of its competitors to exploit such massive layoff
is also to be taken into consideration.

Answer the following question.

Q1. Explain the reasons for downsizing and layoff as a restructuring tool of
human resource planning.
Q2. Discuss how downsizing is used by the companies to reign in expenses.
Q3. Analyze the influence of investors on the strategic decisions of the
company.
Q4. Give an overview of the case.

CASE STUDY (20 Marks)

Phones 4u is the UK's leading independent mobile phone retailer for the youth
and value segments, offering all networks and handset brands, and is
recognized for its success in engaging with these audiences through its unique
standout marketing, social media activity and through offering a market
leading smartphone range. Leading the way in the mobile industry through its
excellent customer service, award winning advertising and differentiated in
store experience, Phones 4u has over 500 stores and is still growing. Phones 4u
known for running the largest Ofsted accredited retail apprenticeship program
in the UK. Significant investment in the training and development along with a
unique in store customer consultation process means Phones 4u delivers
unrivalled mobile expertise and advice tailored to individual customers’ needs.
As a result, one in four new contract smart phones sold on the high street are
through Phones 4u. Due to a period of exceptional growth, the need arose to
fill a number of vacancies in the South HR team. It was imperative that the
candidates recruited to these positions were an ideal fit in order to contribute
to the continuing success of the company. After briefing several agencies,
Hudson HR stood out as the only consultancy able to deliver exactly what was
required. Essentially they needed a relationship that was built on trust and
assurance of successful and sustainable delivery. Just as crucial was a complete
understanding of the client’s requirements on the recruitment consultancy’s
part, not just of the company and job roles, but also the team fit of both
candidates into the current Phones 4u team. The initial contact with the
Hudson HR consultant proved fruitful – an instant rapport was created, which
developed into a successful working relationship following face to face
meetings. Phones 4u felt from the start of the process that we really
understood their needs which in turn helped us stand apart from other
agencies. The Hudson HR consultant took considerable care in ascertaining
exactly what was required, whilst finding out about the HR business partner
herself, the team dynamic, team capability and how the team operates. Having
all the information and being diligent paid dividends; time was taken by
Hudson HR to meet potential candidates and thoroughly establish culture and
team fit, as well as the relevant work skills and experience. Hudson HR also
impressed by being constantly accessible – consultants ensured that they were
always available on their mobiles and continually kept all parties informed. It
was also felt that Hudson HR struck the right note with regard to approach;
having avoided the “too pushy” method. On top of that, it was clear to Phones
4u that we truly had their interest at heart. The end of a successful and
enjoyable recruitment process saw a number of people placed at Phones 4u
who are all still there today and are excelling in their roles.

Answer the following question.

Q1. Give an over view of the case.
Q2. How did he multiple vacancies for recruitment exist in Phone 4 u? Discuss
the recruitment procedure adopted by Phone4 u company.
CASE STUDY (20 Marks)

Raman is the Sales Manager of reputed Corporation. He has 25 employees in

his Department, and all are paid commission for their sales in their territories.
For the past three years, the market for the company’s goods has been steadily
growing and the majority of Raman’s staff have met this growth with increased
sales. However, one employee in particular, Krishnan has not kept up with the
pace. Krishnan has been with this Corporation for over 20 years and is now 56
years old. Krishnan is a friendly man and is well liked by his peers and those to
whom he sells the company’s products on a regular basis. The company has
always considered Krishnan dependable and loyal. Through the years Krishnan
has been counted as an asset to the company, but at the age of 56 he has gone
into a state of semiretirement. Krishnan’s sales have not increased as the
others have and he does not have the determination to acquire a significant
increase in sales. Raman wishes to change this situation. He wants to motivate
Krishnan into increasing his sales to match that of his younger peers. To
accomplish this, Krishnan must begin to do put in more of his time, but Raman
is not sure how to go about trying to motivate him. Unlike the majority of the
new employees Krishnan is an old man, who within a few years will reach the
age of retirement.

Answer the following question.

Q1. If you were Raman, Would you threaten to fire him or increase his
commission? Support your answer with reasons.
Q2. Would you increase the retirement benefits for Krishnan rather than
offer him the increased commission rate? Elaborate,
Q3. Would you offer him more status by way of a new title or a new
company car or place his table in a better position in the office? Justify
Q4. In your opinion, what are the other ways in terms of appraisal and
rewards with which you can motivate Krishnan?

CASE STUDY (20 Marks)

Stress is a rising concern among employees, especially those belonging to the

IT sector. It not only affects employees' health and productivity but also
hampers the financial health of the company. The IT and health ministers
became concerned about the effect of stress in the IT sector in India which was
detrimental to employee health and likely to wipe off a large amount of
national income in India. Stress had hampered the professional and personal
life of the employees which necessitated the need for a work life balance in the
organizations. Infosys Technologies had initiated various programs for the
work life balance of their employees. The systematic approach toward work
life balance would help employees to attain individual as well as organizational
goals.

Answer the following question.

Q1. iscuss the impact of stress on employee health and productivity.
Q2. Debate on the importance of the initiatives taken by Infosys on work life
balance and their impact.