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Strategic HRM
1. “Performance management system which is an alternative to management by objectives evaluates the performance of the employees in the job and analyses the areas of development. It also assesses the individual strengths and weaknesses of the employees in the job. Give example of one FMCG/banking organization you know of, that was able to evaluate the performance of an employee in alignment with the organizational objective. Evaluate and justify the complete process.
2. Critically assess how humour and simulation-based training can be used to motivate staff who are undertaking low skilled, repetitive, mundane and unsatisfying tasks. Give examples to support your narrative. Also share example from a manufacturing unit where humour-based training can be linked with the learning, reduced turnover, performance improvement and satisfaction of the employees. (10 Marks)
3. Cisco sources revealed that the company had a policy of attracting the ‘top 10-15%’ people in the networking industry. It believed that if it could get the best people in the industry and retain them, it would remain the industry leader. According to Cisco’s vision statement, “Attracting, growing and retaining great talent is critical for sustaining Cisco’s competitive advantage.” Thus, effective recruitment was used as a powerful strategic weapon by the company. The company began to use revolutionary techniques like the ‘build-the-buzz’ strategy, which was centred on the primary mar
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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