What is the difference between education and skill
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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
CASE STUDY (20 Marks)
Recruitment has become an important
process in the highly competitive labour market. The traditional methods of
recruitment had been revolutionized by the emergence of the Internet. E Recruitment
is the latest trend in the recruitment process and it has been
adopted in many organizations from
large to small sized companies. Many companies use e Recruitment to post jobs
and accept resumes on the Internet, and correspond with the applicants by
email. The main success factors of e Recruitment are the value added
services provided by the job sites,
cost effectiveness, speed, providing customized solutions, helping to establish
relationships with HR managers and facilitates brand building of the companies.
Though there are many benefits to the employers and the job
seekers in e Recruitment, it still has
its own limitations and shortcomings. The case helps to analyze the pros and
cons of e Recruitment and its increasing scope in the recruitment process of a
company.
Answer the following question.
Q1. Compare the traditional recruitment
process with e Recruitment and also discuss the advantages and disadvantages
Q2. Analyze the potential of e Recruitment
and the challenges faced by it.
CASE STUDY (20 Marks)
The case is about the retrenchment
drama that unfolded in one of India's leading aviation companies, Jet Airways
(India) Limited (Jet), in late 2008. After showing the door to more than 1000
employees in a bid to streamline its operations, Jet was faced with immense
criticism and opposition by various organizations and political parties. Jet's
chairman Naresh Goyal (Goyal) reinstated the employees a day later saying that
he was not aware of these sackings. The Indian aviation industry was going
through a tough phase and experts felt that it was in the interest of the
company to retrench employees to remain competitive. Experts largely felt that Goyal
had capitulated under pressure from external parties while others felt that all
may not be well with the organizational
communication mechanisms at Jet.
Answer the following question.
Q1. Analyze the HR problems faced by
Jet Airways in 2008.
Q2. Discuss various concepts related to
hiring, firing, and compensation management.
CASE STUDY (20Marks)
A recently released survey report of
Govt. of India reveals that the employability of the graduates passing out from
universities is very low. Even all the graduates passing out from the
Engineering Institutes are not employable. The reason cited for the same is
that the requisite skill required by the various industries including mini,
small, and medium enterprises, has not been incorporated in the curriculum of
the universities and Institutes. Though the curriculum is good for the sake of
knowledge, there is nothing for the skill development of the students. This may
be because of the poor interaction between the industries and academicians.
Keeping in view the large young population of in India, Govt. has decided to
impart skill development training to all eligible candidates in following 3
parts (i) Basic training, for fresher’s (ii) Upgrading skills training, by
providing on the job training who are employed. (iii) World class skill
development training, for supplying skilled man power to the world by providing
world class training.
Answer the following question.
Q1. What is the difference between
education and skill?
Q2. Discuss the problem given in the
above case study, and suggest the remedial measures.
Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
ARAVIND – 09901366442 – 09902787224
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