In a pharmacy company manufacturing and marketing drugs and medicines
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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 smart
phone 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 Of sted 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 facetoface
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)
In a
pharmacy company manufacturing and marketing drugs and medicines, the research
staff has developed a number of new products and formulations which are
effective. But at the same time it has to meet severe competition from
stalwarts with foreign collaboration. Mr. Shah, the Vice President Marketing,
has a very successful Pharmacy Marketing background. He has been with the company
for the past 4 years. Mr. Shah had made ambitious plans for capturing a
sizeable share of the market in Gujarat. The company being medium sized, Mr.
Shah had kept his marketing department and the marketing team lean and trim.
The field sales staff was given aggressive targets and was virtually pushed to
reach the respective targets. The field staff worked to their best abilities to
complete their respective targets. Mr. Shah had himself been working almost
1112 hours a day. There was no formal appraisal and reward system in the
company. During last 5 years more than 60 Medical Representatives and Area
Supervisors had left the company due to unsatisfactory increments and
promotions. Those who left the company were star workers. But Mr. Shah did not
care for this high turnover. He was over confident that he would be able to
hire fresher’s and also select Candidates who were not happy with their
remuneration in their respective companies. Mr. Shah had never communicated to
the field sales staff about their performance or reasons for not recognizing
their outstanding performance in a few cases. There was on the whole great dissatisfaction
and good performers were leaving the company.
Answer the following question.
Q1. Enumerate the steps you will take to
correct the situation?
Q2. In the event of your suggesting a
Performance Appraisal System, what type of appraisal system would be suitable
and why.
Q3. Discuss, if the appraisal system should
also include merit, rewards and promotions.
CASE
STUDY (20 Marks)
This
case is about the unique organization culture at Pixar Animation Studio
(Pixar). Many analysts attributed Pixar's success to its unique culture marked
by an informal approach toward work and its Human Resource (HR) policies that
built a motivated and loyal employee base. The case highlights the company's
hands-off management style coupled with an craftsman like nurturing of the creative
process, which helped it become a benchmark against which the rest of the
industry measured itself. After the acquisition of the Pixar by The Walt Disney
Company, Pixar faced the cultural and HR management implications.
Answer the following question.
Q1. Discuss the techniques adopted Pixar in
creating and maintaining its unique organization culture.
Q2. Debate the cultural and HR management
implications to a company in the event of it being acquired by a larger entity.
Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
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