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Hrm case study

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Boltter company case study

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Hrm case study

  1. 1. HRMCASE STUDY BY:- Amit Kumar Anurag Pai Ayush Gupta Krishnam Raju Manav Kejriwal V. Fanindra IIPM SS 11-13 (A2) 1
  2. 2. CASE• Company XYZ is a Pepsi bottler in Delhi. The market for its products are seasonal. It dips in the winter resulting in excess of skilled bottling staff between Oct-Feb. If laid off, these employees will be difficult and costly to replace. Each employee receives three months of intensive training before being fully qualified. There is a huge demand for these employees as well as there is a shortage of bottlers. IIPM SS 11-13 (A2) 2
  3. 3. WHAT IS TASK FORCE?A task force is a group of people who are temporarilyassigned to work together to achieve a very specific andclearly defined objective. IIPM SS 11-13 (A2) 3
  4. 4. OUR OBJECTIVE AS A TASK FORCE• As a member of the task force what ideas can you suggest so as to ensure that services of skilled employees are available when they are needed year after year and round the year. IIPM SS 11-13 (A2) 4
  5. 5. PROBLEM FACED BY COMPANY• Excess of skilled bottling staff between October to February.• Cant be Laid Off.• Huge demand for employees. IIPM SS 11-13 (A2) 5
  6. 6. SOLUTION• Recycling• Shifting of Skilled Employees• Outsourcing• Using different labour pay IIPM SS 11-13 (A2) 6
  7. 7. ALTERNATIVE - 1 7 IIPM SS 11-13 (A2)
  8. 8. RECYCLING• All the bottles which needs recycling will be done at the time of October to February.• This would help us in reducing the material cost for that period, and can make up with the labour cost.• Eco friendly process- Plant Based Material IIPM SS 11-13 (A2) 8
  9. 9. ALTERNATIVE - 2 9 IIPM SS 11-13 (A2)
  10. 10. SHIFTING SKILLED EMPLOYEES FROM ONE PROCESS TO ANOTHERThe company has Number of processes out of which we havetook two processes and the solutions with which we came. IIPM SS 11-13 (A2) 10
  11. 11. THE PROCESSES• In Cold drinks process we have poor demand for Pepsi bottling services and at the same time we have bulky demand of hard drinks during the time period from October to February. IIPM SS 11-13 (A2) 11
  12. 12. CONTD….• Hard drink Bottle Makers• Lot of work for Employees• Solution :- • Job Rotation IIPM SS 11-13 (A2) 12
  13. 13. ALTERNATIVE - 3 13 IIPM SS 11-13 (A2)
  14. 14. OUTSOURCING• A strategy focusing on low-cost labour helps a firm keep a lid on workforce charges. This is particularly important for a company experiencing declining sales and poor performance, as it prevents the firm from going "underwater".• Outsourcing means subcontracting work to another organization. In other words, a company outsourcing a work stream transfers the business function to an external service provider.• So for the month of October to February we will be the service provider. IIPM SS 11-13 (A2) 14
  15. 15. CONTD….• High demand for skilled labour in the market.• Providing skilled employees service to other companies.• Can manage off seasonal effect of Pepsi bottling.• Labour turnover can be reduced to minimum.• No additional cost to the company.• Company can maintain it’s goodwill of retaining their Labour. IIPM SS 11-13 (A2) 15
  16. 16. ALTERNATIVE - 4 16 IIPM SS 11-13 (A2)
  17. 17. USING DIFFERENT LABOUR PAY STRUCTUREASSUMING STATS AS FOLLOWS :-Number of labors 100• On Seasons: labour cost : Rs. 2 per bottle manufactured Avg. Production per labour per month : 100 units Total cost : 2 * 100 = 200 Total 100 labor cost : 100*200 = 20000• Off Seasons: Avg. Production per labour per month : 50 units Labor cost per head : Rs. 2* 50 = 100 Incentives and bonuses: 1 rs per head Total cost 3 rs. Per head Total cost - 3*50= 150 Total labor cost – 150*100 = SS 11-13 (A2) IIPM 15000 17
  18. 18. CONT.…..• Training cost• Total labor 100Labor training cost 4 rs. Per head per monthTherefore,Training cost per head for 3 months = 4*3 = 12So total cost for 3 months = 1200 rs.Compare to on season cost where we are paying rs 600 per head, here we are paying double the amount. IIPM SS 11-13 (A2) 18
  19. 19. CONCLUSION• As we have came with the conclusion that we would like to put all the alternatives in front of the managers and would be looking for it as a future perspective. IIPM SS 11-13 (A2) 19
  20. 20. THANK YOU IIPM SS 11-13 (A2) 20

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