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Amazon.com, Inc, an online retail company, was established in 1994 by Jeff Bezos. The company started with selling

Amazon.com, Inc, an online retail company, was established in 1994 by Jeff Bezos. The company started with selling

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) Amazon.com, Inc, an online retail company, was established in 1994 by Jeff Bezos. The company started with selling books online and then diversified into various products from software to furniture. In a short span of time, Amazon became one of the most successful companies in e-commerce. The company’s success also attracted criticism ranging from business practices and policies to working conditions at its large warehouses. To overcome criticism, Bezos came out with ‘Pay to Quit’ offer where the employees at the fulfillment center were offered US$ 2000 to US$ 5000, based on their experience, to quit. The case discusses the pros and cons of this program, and whether Amazon will benefit from such a policy. On April 10, 2014, Jeff Bezos (Bezos), CEO of Amazon.com, Inc (Amazon), one of the leading e-commerce companies in the world, came out with his annual letter for the year 2013, addressed to the company’s shareholders. The letter contained details of the company’s products, services, future plans, innovative and improved delivery system, the use of drones in future for delivery systems, an online grocery, new services, etc. But what caught the eye of shareholders, investors, and industry observers alike was the employee empowerment section, which contained an announcement of a new career choice program. Under this program, Amazon said it would pay 95% of tuition fees for the employees to take up courses of their interest even if the course was not related to a career at the company. The second was a ‘pay to quit’ program whereby Amazon would pay up to US$ 5000 to employees who wanted to quit. Amazon, an American international electronic commerce company headquartered in Seattle, Washington, USA, had dominated the online retail market since its inception in 1994. It started as an online bookstore, in Bezos’s garage and eventually diversified into products like DVDs, CDs, VHSs, video & MP3 players, software, video games, electronics, jewelry etc. The company was also known for consumer electronics, notably the Amazon Kindle e-book reader and the Kindle Fire Tablet Computer. Amazon was also a major provider of cloud computing services. In the 1990s, Bezos worked as a vice president in Wall Street company D E Shaw, where he came across a report which predicted the internet boom in the next decade. Answer the following question. Q1. Debate on the Working conditions at online retail companies Q2. Discuss the pros and cons of the pay to quit policy Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Analyze how PepsiCo can deal with the resistance of employees

Analyze how PepsiCo can deal with the resistance of employees

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) PepsiCo India was facing a major attrition problem with senior executives. It was believed that the executives were exiting the company as they were unable to reconcile with its ‘Power of One’ (PO1) strategy. The strategy was about merging the beverages wing with the foods division. It was aimed at leveraging the synergetic benefits of selling food and beverages together since consumers tended to buy beverages and snacks together. Five senior executives of PepsiCo India resigned from the company in 2015, joining a stream of colleagues who had left the company following a change in corporate strategy. Even though PepsiCo India had leadership development initiatives in place and had created a talent pool, industry observers felt that the company would have to resolve the attrition issue at the top level with effective people strategies as well as change management initiatives TSR Murali (Murali), executive director, R&D, in charge of innovations at PepsiCo India, quit the company in July 2015. Murali was considered to be the brain behind popular brands like Kurkure and Aliva and one of the most important people in the company’s efforts to create innovations in its foods business. He was not the only senior executive to quit the company. Five others resigned from the company in 2015, joining a stream of colleagues who had left PepsiCo following a change in its corporate strategy. Analysts felt that PepsiCo had a big responsibility to find out why the employees were dissatisfied, before that reason made them take the drastic step of quitting the organization. Answer the following question. Q1. Understand and state the issues and challenges involved in dealing with the employee attrition at PepsiCo. Q2. Analyze how PepsiCo can deal with the resistance of employees toward change in its corporate strategy Q3. Explore ways in which PepsiCo can retain its senior executives and make a change in corporate strategy acceptable for them Q4. Give an overview of the case Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Explore ways in which PepsiCo can retain its senior executives

Explore ways in which PepsiCo can retain its senior executives

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) PepsiCo India was facing a major attrition problem with senior executives. It was believed that the executives were exiting the company as they were unable to reconcile with its ‘Power of One’ (PO1) strategy. The strategy was about merging the beverages wing with the foods division. It was aimed at leveraging the synergetic benefits of selling food and beverages together since consumers tended to buy beverages and snacks together. Five senior executives of PepsiCo India resigned from the company in 2015, joining a stream of colleagues who had left the company following a change in corporate strategy. Even though PepsiCo India had leadership development initiatives in place and had created a talent pool, industry observers felt that the company would have to resolve the attrition issue at the top level with effective people strategies as well as change management initiatives TSR Murali (Murali), executive director, R&D, in charge of innovations at PepsiCo India, quit the company in July 2015. Murali was considered to be the brain behind popular brands like Kurkure and Aliva and one of the most important people in the company’s efforts to create innovations in its foods business. He was not the only senior executive to quit the company. Five others resigned from the company in 2015, joining a stream of colleagues who had left PepsiCo following a change in its corporate strategy. Analysts felt that PepsiCo had a big responsibility to find out why the employees were dissatisfied, before that reason made them take the drastic step of quitting the organization. Answer the following question. Q1. Understand and state the issues and challenges involved in dealing with the employee attrition at PepsiCo. Q2. Analyze how PepsiCo can deal with the resistance of employees toward change in its corporate strategy Q3. Explore ways in which PepsiCo can retain its senior executives and make a change in corporate strategy acceptable for them Q4. Give an overview of the case Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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PepsiCo India was facing a major attrition problem with senior executives

PepsiCo India was facing a major attrition problem with senior executives

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) PepsiCo India was facing a major attrition problem with senior executives. It was believed that the executives were exiting the company as they were unable to reconcile with its ‘Power of One’ (PO1) strategy. The strategy was about merging the beverages wing with the foods division. It was aimed at leveraging the synergetic benefits of selling food and beverages together since consumers tended to buy beverages and snacks together. Five senior executives of PepsiCo India resigned from the company in 2015, joining a stream of colleagues who had left the company following a change in corporate strategy. Even though PepsiCo India had leadership development initiatives in place and had created a talent pool, industry observers felt that the company would have to resolve the attrition issue at the top level with effective people strategies as well as change management initiatives TSR Murali (Murali), executive director, R&D, in charge of innovations at PepsiCo India, quit the company in July 2015. Murali was considered to be the brain behind popular brands like Kurkure and Aliva and one of the most important people in the company’s efforts to create innovations in its foods business. He was not the only senior executive to quit the company. Five others resigned from the company in 2015, joining a stream of colleagues who had left PepsiCo following a change in its corporate strategy. Analysts felt that PepsiCo had a big responsibility to find out why the employees were dissatisfied, before that reason made them take the drastic step of quitting the organization. Answer the following question. Q1. Understand and state the issues and challenges involved in dealing with the employee attrition at PepsiCo. Q2. Analyze how PepsiCo can deal with the resistance of employees toward change in its corporate strategy Q3. Explore ways in which PepsiCo can retain its senior executives and make a change in corporate strategy acceptable for them Q4. Give an overview of the case Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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As a HR Manager how you would handle the case of Daisy

As a HR Manager how you would handle the case of Daisy

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) Purchase Manager: Daizy, you did not come yesterday, you could have informed me about it. There is so much of work is pending. Daizy : So what? My child is not well hence I could not come. Purchase Manager: But you could have informed. In fact you have been frequently remaining absent. Not only this every month at least 10 days you are late and you leave on dot. As a result work suffers. Daizy: So what? If I remain absent or come late HR Dept deducts my salary. I have to take care of my child and home. Purchase Manager: I have been observing you for last 3 years your work is incomplete. You make so many mistakes and behave arrogantly. I am tolerating this for a long time. But now it is enough.. Daizy: I am doing my job, mistakes can happen. I am human being. My salary is less. You do not think about it. I will go to MD and complain. Answer the following question. Q1. As a HR Manager how you would handle the case of Daisy? Q2. Give your detailed recommendation to Purchase Manager for handling the case appropriately. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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As a result of a buyout, new management was installed in this 50-year old firm

As a result of a buyout, new management was installed in this 50-year old firm

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) As a result of a buyout, new management was installed in this 50-year old firm. We presented a proposal to initiate an Engagement Survey among the 200 employees of the company. Our proposal was accepted. We developed the questionnaire and distributed the survey. We had an 85% return rate on the surveys. Following the tally of the surveys, we met with the new management, reviewed the results, prioritized the issues to be addressed, and brainstormed a plan of action. Next, we initiated a series of meetings with senior managers to inform employees of the results of the survey and to advise employees as to the actions that management will be taking in response to the survey results. The survey and subsequent actions of management to address some long-standing concerns of employees resulted in improved commitment and engagement of employees. Answer the following question. Q1. What is engagement survey? Discuss the importance of employee’s engagement in a company. Q2. Discuss the reasons for improved commitment and engagement of employees after engagement survey. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Critically analyze the HR practices at Sonoma Partners

Critically analyze the HR practices at Sonoma Partners

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) In 2008, Chicago-based consulting firm Sonoma Partners, LLC, (Sonoma Partners), featured in the 'Chicago's Best and Brightest Companies to work for' for the second consecutive time. Experts felt that in a relatively short time, the company had demonstrated its ability to create organizational value and business results through its policies and best practices in human resource (HR) management. The highlights of its HR practices were a good benefits package, a stimulating workplace, and a unique mentoring program. Sonoma Partners, LLC (Sonoma Partners), a consulting company based in Chicago, USA, was founded in 2001. It helped small and medium enterprises (SME) to build and manage their database using Microsoft Dynamics CRM (Customer Relationship Management) software. Sonoma Partners was a Microsoft Gold Certified Partner and had been working with Microsoft CRM since its inception. In addition to its success in CRM implementations for client firms and the various awards it received for it, the relatively small entrepreneurial venture had also earned accolades for its human resource (HR) management practices. Answer the following question. Q1. Critically analyze the HR practices at Sonoma Partners. Do you think the company will be able to attract and retain talent in an industry that was known for high attrition? Give reasons to support your answer. Q2. List down the HR best practices followed by Sonoma Partners and comment on what impact these practices have on its employees/potential employees. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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General Energy is start-up oil and gas company, the global HR Director, who is based in Turkey was keen to recruit an HR

General Energy is start-up oil and gas company, the global HR Director, who is based in Turkey was keen to recruit an HR

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) General Energy is start-up oil and gas company, the global HR Director, who is based in Turkey was keen to recruit an HR and Reward Manager to be based in the London office. The role is fairly unique as the ideal candidate required a strong reward background with some HR generalist experience. Given the uniqueness of the role, the Global HRD was not sure exactly what background and career path the possible candidates might have taken. She initially pitched the role between £50-£100k. The client was aware of Hudson as we are the preferred supplier with the previous organization she worked for – Thames Water. We agreed that we would work on this role on an exclusive basis and dedicate the time fully to finding the right candidate. As this was a brand new role within a start-up company we suggested to the client that we would send CVs of candidates at various levels to enable the hiring manager to assess the level and experience required. Filtering through CVs, the hiring manager was able to identify the type of individual from a technical and cultural perspective that would suit the organization. We agreed that a candidate at the more senior end was required as this role would need a candidate who has experience of designing and implementing reward projects. We did offer a candidate the role but unfortunately the candidate was not confident in moving to a start-up organization. We however did find another candidate who had previous oil and gas and start-up experience who was a better fit for the role. The candidate accepted the offer and has enjoyed joining General Energy. Answer the following question. Q1. Debate the difficulties being faced by the organization in recruiting a reward manager. Q2. Explain the selection procedure used in the recruitment of HR and Reward Manager. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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In 2008, Starbucks announced that they would be closing 600 US stores.

In 2008, Starbucks announced that they would be closing 600 US stores.

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 International Business CASE STUDY (20 Marks) In 2008, Starbucks announced that they would be closing 600 US stores. Up to that point, Starbucks stores had added new offerings, including wi-fi and music for sale, but started to lose its warm "neighborhood store" feeling in favor of a chain store persona. Harvard Business Review points out that in this situation, "Starbucks is a mass brand attempting to command a premium price for an experience that is no longer special." Meaning, in order to keep up, Starbucks would either have to cut prices, or cut down on stores to restore its brand exclusivity. HBR's case study shares three problems with the growth of Starbucks: alienating early adopters, too broad of an appeal, and superficial growth through new stores and products. Harvard recommends that Starbucks should have stayed private, growing at a controlled pace to maintain its status as a premium brand. Answer the following question. Q1. Do you agree with Harvard recommendations? Give reasons in support of your answer. Q2. What are the advantages of keeping bonded stores? Explain. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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In one public undertaking, a line manager was appointed as the chief of personnel. Within a year after taking up the ass

In one public undertaking, a line manager was appointed as the chief of personnel. Within a year after taking up the ass

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) In one public undertaking, a line manager was appointed as the chief of personnel. Within a year after taking up the assignment, he had to sign a wage agreement with the workers’ union. The union at the time was dominated by non-technical staff. The union’s charter of demands favored the interest of the dominant member’s groups. It asked for a significant revision in the gardener’s pay, but was not equally vocal in pressing for the increase in the pay scales of the workers in certain technical grades. The management conceded these demands because the union cooperated with them in keeping the burden of the pay revision well within the guidelines of bureau of Public Enterprises (BPE) Once the agreement was signed and communicated to the employees/members by the management and the union respectively, there was commotion among the technical employees. They walked out of the union and formed a separate technical staff union. They marched round the company premises holding placards, which read, “Here grass cutters get more than the gas cutters” In the engineering assembly unit till the pay revision occurred, welding was a highly rated job. But not any longer. Answer the following question. Q1. Was the action of union management justified and why? Q2. . Forming a separate union was both right and wrong. Explain Q3. What are the legal implications of forming a separate union? Q4. If you were in the place of management, what factors would you like to consider before finalizing the wages. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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In today's rapidly changing business environment, organizations have to respond quickly to requirements for people.

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people.

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. Most of the organizations now know the importance of having an effective recruitment and selection policy. The importance of a good selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization. Answer the following question. Q1. What is the importance of having an effective recruitment and selection policy in an organization? Q2. Explain the recent trends that have influenced the process of recruitment and selection in an organization. Q3. What are the various challenges faced by organizations in the process of recruiting and selecting employees Q4. Give an overview off the case. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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It has been widely reported that the very nature of work 1

It has been widely reported that the very nature of work 1

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case Studies CASE STUDY (20 Marks) It has been widely reported that the very nature of work at BPOs has resulted in employee burnout and other stress related disorders. The problem was compounded in countries such as India, where employees had to work in night shifts as these BPOs catered to overseas clients Working continuously in such shifts, handling stressful transactions with clients, led to mental and physical exhaustion. In addition to workplace stress, the personal habits and undisciplined lifestyle of some employees further compounded their problems. A combination of factors including monotonous but stressful work, and good starting salary at an early age, pushed some employees toward high risk behavior such as alcoholism, substance abuse and promiscuity. Indian BPOs were facing a peculiar problem. Alcoholism, substance abuse and promiscuity had become a part of the "BPO culture" and lifestyle. Organizations intended to curb such behavior with alcohol testing and HIV testing measures. Would this policy lead to discrimination, experts wondered. Answer the following question. Q1. Give an overview of the case. Q2. Explain the reasons of peculiar problems, Indian BPOs are facing. Q3. Give reasons of night shifts in BPOs. Q4. As a HR head, what measures you will initiate to curb the undesired behavior of BPO employees. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Milton Engg. Co. is supplying a few automobile components to MS Mahindra. They are employing about 250 persons out of wh

Milton Engg. Co. is supplying a few automobile components to MS Mahindra. They are employing about 250 persons out of wh

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) Milton Engg. Co. is supplying a few automobile components to M/S Mahindra. They are employing about 250 persons out of which about 150 are working in shops. The factory is now 5 years old. The workmen have been regularized last year after the Union took up the issue 2 years back. But there were some issues regarding fixation. Some senior workers were getting less payment than the juniors. Last month order from Mahindra was one and a half times the usual order. Since there is no incentive scheme etc., employees were paid Rs. 500 each. Many of them felt that this type of payment was not proper as there is no relationship of efforts in it. Mr.Govindan Nair, who joined as Asstt. Manager last year was reported talking in a rude way with employees. On the other side he was workaholic. And always reached the set targets. In this process he used to chase the operators for more production and used to shout for quality deviations. This type of behavior was not liked by the workmen and they desired that this person should be out of the factory. The Management is thinking for expansion and is considering installation of latest machines. Knowing the existing capacity of employees, the management is thinking of infusing new blood, for which Union has an objection. They want the chance of operating new machines be given to the existing people first. The problem is that there is no training cell here. Considering that you are appointed as a consultant, answer the following questions. Answer the following question. Q1. What are your observations? Q2. What are the various problems in the organization? Q3. What is Management’s view? Q4. Explain various actions you will like to take. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Mohammad & Co is supplying minor automobile components to Ms Bajaj. They are employing about 1000 persons

Mohammad & Co is supplying minor automobile components to Ms Bajaj. They are employing about 1000 persons

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management Case (20 Marks) Mohammad & Co is supplying minor automobile components to M/s Bajaj. They are employing about 1000 persons out of which about 500 are working at shop levels. The factory is now 60 years old. The workmen have been asked for VRS regularized last year after the Union took up the issue 2 years back. But there were some issues regarding fixation. Some senior workers were getting less payment than the juniors. Last month order from Bajaj was one and a half times the usual order. Since there is no proper incentive scheme etc., employees were paid Rs. 200000 each. Many of them felt that this type of payment was not proper as there is no additional compensation to the realization of efforts put in it. Mr.Iyer who joined as Asstt. Manager last year was reported talking in a good way with management and not good with employees. He was not workaholic. And always away from the set targets. In this process he didn;t pursue the operators for more production and didn’t handle them properly. This type of attitude was not liked by the workers and they decided that this person should be reported to the Owner The Management is thinking for further expansion and is considering installation of latest machines. And reducing the number top half, the management is thinking of implementing Industrial automation Enabled Services, for which Union has an objection. They want the chance of operating new machines be given to the existing people first. The problem is that there is no training cell here. Considering that you are appointed as a consultant, answer the following questions. Answer the following question. Q1. What is your First Information Report? Q2. Elaborate the various problems in the organization. Q3. Why the Management is doing automation? Q4. List the actions, and justify as you would like to take. Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Ms AZC Private Limited is an entity that is focusing of Information Technology delivery on the front of Mobile Technolog

Ms AZC Private Limited is an entity that is focusing of Information Technology delivery on the front of Mobile Technolog

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) M/s AZC Private Limited is an entity that is focusing of Information Technology delivery on the front of Mobile Technology. They have close to 5800 employees who are facing issues in regards to facing the customers whilst delivering projects at the customer location. On account of not being able to deliver, the employees are resigning in large numbers. The HR team has been able to provide a metric to the CEO and COO, who in turn after a brain storming with the HR and Delivery team have said that either the employees be trained in the domain that the customers want them to work on or the project would be withdrawn from AZC Private Limited. The CEO and COO also found that the morale of the employees was low on account of a multitude of reasons. The HR team has also assessed the same through the internal survey that they had recently. HR in its dossier to the CEO and COO had suggested a multitude of changes to ensure reduction in attrition, besides, ensuring high morale of the employees.. Answer the following question. Q1. What type of training and development plan and strategy would you as the HR Head suggest to the CEO and COO? Q2. What would you suggest should be the behavioral training inputs that should be provided to ensure a higher morale of the employees? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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A manufacturing company was importing raw material for production

A manufacturing company was importing raw material for production

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) A manufacturing company was importing raw material for production. The company was incurring huge losses due to delay in import clearance of raw material as Custom had introduced a new system of clearance of imported cargo through EDI. Mr. Rajan, who was an old employee of the company, was the in charge of clearance team. He was very diligent, honest and an asset to the company. But somehow, he was reluctant to switch over to the electronics clearance system of customs. He firmly believed in custom clearances of stores through hard copies of Bill of entry. He was due for promotion. But his later performance was denying him the promotion. Company wanted to help him. Answer the following question. Q1. What may be the reason for adopting the same old procedure by Mr. Rajan. Q2. Debate as a HR Manager, how will you help Rajan so he does not loose promotion? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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In 2004, Infosys BPO, the Business Process Outsourcing (BPO) arm of one of India's leading information technology compan

In 2004, Infosys BPO, the Business Process Outsourcing (BPO) arm of one of India's leading information technology compan

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) In 2004, Infosys BPO, the Business Process Outsourcing (BPO) arm of one of India's leading information technology companies Infosys Technologies Ltd., started the 'Campus Ambassador Program' (CAP) in India, as part of its long-term strategy of talent sourcing and creating a talent pool. Analysts viewed this innovative strategic linkage between the industry and academia as one of the innovative hiring strategies being implemented in India. Infosys BPO, the Business Process Outsourcing (BPO) arm of one of India's leading information technology companies Infosys Technologies Ltd., was established in April 2002. It was originally established as Progeon but in August 2006, it was rebranded as Infosys BPO so that there would be a single integrated brand for consulting, technology, and BPO. Answer the following question. Q1. What are the challenges faced by the BPOs in India on the HR front? How can companies overcome these challenges? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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In November 2008, a PIL was planned to be filed against several IT and BPO

In November 2008, a PIL was planned to be filed against several IT and BPO

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) In November 2008, a PIL was planned to be filed against several IT and BPO firms by UNITES, to protest against the implementation of longer working hours for their employees. The case talks about the reasons provided by the companies for the long working hours and also provides details of the various arguments put forward by UNITES against this action. On November 26, 2008, the Union for Information & Technology Enabled Services (UNITES) , announced plans to file a Public Interest Litigation (PIL) against several Indian and multinational Information Technology (IT) and Business Process Outsourcing (BPO) firms on behalf of their employees. Answer the following question. Q1. Do you think the IT and BPO companies are right in asking their employees to work longer during this difficult time for the companies? Do you agree with their arguments for long working hours? Why or why not? Q2. Is UNITES a true representative of the IT and BPO industry employees? In your opinion, do these employees really need protection under the Indian Factories Act? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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Infosys Technologies Ltd. (Infosys), one of India's leading information technologyAssignment Solutions, Case study Answe

Infosys Technologies Ltd. (Infosys), one of India's leading information technologyAssignment Solutions, Case study Answe

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) Infosys Technologies Ltd. (Infosys), one of India's leading information technology (IT) companies started the 'Voice of Youth' (VoY) program in 1994 to harness the creative energy of its young employees and also develop future leaders. As of 2008, the company was not only considered one of the most innovative companies globally, but its VoY program also catapulted it to the league of 'Top Companies for Leaders'. Infosys Technologies Ltd. (Infosys), one of India's leading information technology (IT) companies, was founded in 1981. As of early 2008, it had not only established itself as a technology powerhouse in the global IT arena but had also earned a lot of kudos for its innovative human resources management (HR) practices... Answer the following question. Q1. What are the effects of such programs on the motivation level of employees? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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On May 29, 2009, the Emeryville, California based computer animation

On May 29, 2009, the Emeryville, California based computer animation

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Human Resource Management CASE STUDY (20 Marks) On May 29, 2009, the Emeryville, California based computer animation Production Company Pixar Animation Studios (Pixar) released its tenth feature film, Up, which was billed to become a hit like all its earlier nine films. Experts felt that Pixar’s unprecedented success was due to the culture of innovation developed and nurtured at the company. They felt that its internal training and employee education program, Pixar University, was one of the devices that the company employed to take forward its innovation agenda. Making the shift from an idea centered business to a people centered business was another. Answer the following question. Q1. How, according to you, does the Pixar University help foster creativity and innovation at Pixar? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224

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