The Indiscipline Mechanist | HRM Case Study Solution
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The Indiscipline Mechanist is a case that makes use of appraisal methods, training need assessment and knowledge of training and development programmes.
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The document discusses behavioral interviewing as a more effective pre-employment assessment method than traditional interviews. It provides tips for structuring behavioral interviews, including determining critical competencies, developing behavioral questions, evaluating answers using the STAR method, and taking structured notes. Behavioral interviews focus on real examples of a candidate's past performance and behavior, rather than hypothetical responses. This improves the chances of selecting the best candidates.
Evaluations and feedback
An introduction to evaluation and feedback. This slide deck covers basic concepts every person engaged with designing evaluation or feedback systems for training should be familiar with. I gave this presentation to MBA students in Iqra University as a guest speaker in 2018. Hopefully, it could be useful for more people.
Structured Interview Protocol
This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.
HRM RV Chapter 3.ppt
1. Recruitment and selection are important human resource functions for filling vacancies within an organization.
2. The recruitment process involves finding and attracting qualified candidates while selection involves choosing the right candidate for the job.
3. There are various internal and external sources and methods used for recruitment, and selection involves multiple steps like application evaluation, interviews, and reference checks to choose the best candidate.
coaching2.pptx
Coaching involves extending traditional training methods to focus on an individual's needs and accomplishments through close observation and impartial feedback. The goal is to encourage employees to accept responsibility, achieve superior performance, and work towards organizational goals through a mutual discussion between supervisor and employee. A supervisor who coaches should be motivated to see their work group succeed and be responsible for the unit's effectiveness. Coaching is an HRD intervention where HRD provides training for coaches and employees to address performance problems and support organizational development.
Counseling, Coaching, Mentoring and Performance Management, HRD & Organizatio...
Counseling, Coaching, Mentoring and Performance
Management, HRD & Organization Change, HRD &
Diversity in work force, HRD Audit and Accounting.
BSAD 310 Spring 2017 - CH 6
The document discusses the importance of the employee selection process. It outlines the key steps in the selection process, which typically includes screening applications, conducting interviews and assessments, checking references and backgrounds, and making a hiring decision. The goal is to identify the most qualified candidates who are also the best fit for the organization. A thorough, legal, and valid selection process is important for hiring successful employees and avoiding negligent hiring claims.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
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Innovations in Non-profit Organizations
Innovation approach and interventions by non-profit entities. These are some examples of how non-profit organizations are innovating to grow.
Drivers of CSR in India
CSR plays a very vital role in the development and growth of any community. This presentation talks about the factors that motivate the organizations to perform CSR activities in India.
HRIS _ Common Problems in Adoption and How to Overcome
This presentation talks about common challenges that arise while adopting technology (HRIS) in the organization. There are also solutions mentioned in the presentation along with a case study of Coca Cola and its use of HRIS.
Corporate Cases
Real life examples of implementation of transactional analysis and its impact on the organization.
I have tried to take the information only from credible sources but if you find some information to not be true then please write to me. There is very little information available online.
Professional Rights
Professionals are granted certain rights and privileges due to their specialized expertise. These rights vary but generally include autonomy to make independent decisions, accountability to ethical standards, and protections like confidentiality. For example, doctors may prescribe medication while lawyers provide legal counsel. Implementation of professional rights occurs through codes of conduct like the American Bar Association's Model Rules of Professional Conduct. The Vishaka case in India established guidelines for preventing workplace sexual harassment that were later incorporated into national law.
New Areas in Training and Development
These are the different methods of training and development with examples of companies that have adopted them. The sources for the presentation are books and internet.
Case Study on Organizational Development || Exley Chemical Company
Exley Chemical Company has seen declining sales and profits over the last year. There are several issues causing conflicts between divisions: a lack of clear roles and responsibilities has led to overlapping work and confusion among customers. New products are developed without ensuring previous projects are completed. Each division works in their own self-interest rather than the overall company interest. To address these problems, the document recommends reengineering business processes, setting cascading goals, clarifying responsibilities between divisions, creating a high involvement organization, and providing education and training to improve integration and focus on profit-making products.
Business Process Re-engineering
This presentation is about basics of Business Process Re-engineering as defined by Hammer and Champy in their book re-engineering the corporation. The purpose and process is explained using famous examples of Taco Bell and Ford.
Workers Participation in Decision Making - Significance and Prerequisites
Workers Participation in Decision Making - Significance and Prerequisites
The importance of workers' participation in decision making and some steps to go about it. All the references and sources for the content are attached at the back for deep diving.
Total Quality Management
A narrow explanation of Total Quality Management, its tools and techniques along with examples of companies using the TQM practices.
Case Study - NETFLIX
Description of change management at Netflix in the year 1999 and 2007. References taken from multiple case studies and articles available (open source) online.
The contents include change timeline, perspectives on change, forces of change, change methodology and change levers.
Role of HRP Professional
Human Resource Planning Professional
Notes
Introduction:
Human resource planning is concerned with assessing a company's current human resources, identifying its future staff requirements and arranging for skills training for its current, new and future employees. The company's HR department is responsible for its human resource planning and for organising its recruitment drive. The planning process helps the company figure out what type of talent it needs and which company departments will benefit from an infusion of new talent.
Difference Between HR Management Professional and HR Planning Professional
Human Resource Management Professional
(Just for Knowledge- Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training)
Human Resource Management Professional create and manage the entire employee lifecycle from the time they enter the company until they leave. This includes the employee orientation and induction procedure, as well as policy structuring, pay, incentives, and perks.
Objective
Recruit & retain the right talent for the right job roles.
Improve employee turnover rate & prevent attrition.
Employee improvement in regard of their performance, growth and skill development.
Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.
Enable employee engagement & increase productivity.
Employee motivation
Provide avenues for grievances & assure swift redressals
Enable a system of continuous feedback.
Create a culture of positivity & high energy.
Human Resource Planning Professional
(Just for Knowledge-Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements)
(Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process)
Human Resource Planning Professional Ensure sufficient staffing in various company departments to complete work requirements and meet the organization’s goals.
HRP professional primarily determines a company's current plans and strategically plans for the upcoming future prospects
It's responsible for balanced workload, timely completion of assigned tasks, reducing heightened stress levels for employees, burnout, missing deadlines and mistakes and errors.
Human Resource Planning is considered to be a part of Human Resource Management. Therefore, HRM Professionals have a wider scope than HRP Professionals.
National Chemical Laboratory
This is a case on management of change as transformation in a matured Indian Organization. The change in external environment due to new industrial polity in 1991 and influx of global competition was managed well by this public sector company. The reference for this presentation was majorly taken from V. Nilakant (Faculty, Department of Management in University of Canturbery, New Zealand) and S. Ramnaryan's (Professor, IIM Ahmedabad, India) book called Managing Organizational Change.
Toyota Kirloskar Pvt Ltd case
The 2006 lockout in the plant. The reasons and possible suggestions for prevention of such incidents that hamper productivity.
Vision and Mission
This presentation explains the meaning of and different between a vision and a mission statement. There are examples from companies like Volvo, McDonald's, LinkedIn and Amazon to make the difference more relevant.
Prototype Alcohol Detection in Drivers
This document describes a drunk driving prevention system that aims to automatically lock a car's ignition if the driver has consumed alcohol.
The system uses an alcohol sensor connected to a microcontroller to detect alcohol levels in the driver's breath. If alcohol is detected above a certain threshold, the microcontroller will activate a buzzer and shut off the car's ignition by engaging a relay circuit breaker system connected to the spark plug.
The overall goal is to prevent drunk driving accidents by providing a technological solution to disable a vehicle if the driver has consumed too much alcohol, with the potential to one day integrate this directly into vehicle ignition systems for improved road safety.
Line x
The document discusses the importance of summarization for processing large amounts of text data. Automatic summarization systems aim to generate concise summaries that capture the key elements of the original text while removing unnecessary details. However, accurately summarizing documents while preserving meaning remains a challenging task that sees ongoing research and development of new techniques.
Team Work
Corporate Stories and Team Work
The Tortoise and the Hare
Clapping activity
Write to me at erprachisingla@gmail.com to know more.
Organizational culture
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Definition, creating, sustaining, types and implications
Sources: Robbins and Ashwathapa
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[To download this presentation, visit:
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Unlock the full potential of the MECE (Mutually Exclusive, Collectively Exhaustive) Principle with this comprehensive PowerPoint deck. Designed to enhance your analytical skills and strategic decision-making, this presentation guides you through the fundamental concepts, advanced techniques, and practical applications of the MECE framework, ensuring you can apply it effectively in various business contexts.
The MECE Principle, developed by Barbara Minto, an ex-consultant at McKinsey, is a foundational tool for structured thinking. Minto is also renowned for the Minto Pyramid Principle, which emphasizes the importance of logical structuring in writing and presenting ideas. This presentation includes a clear explanation of the MECE principle and its significance. It offers a detailed exploration of MECE concepts and categories, highlighting how to create mutually exclusive and collectively exhaustive segments. You will learn to combine MECE with other powerful business frameworks like SWOT, Porter's Five Forces, and BCG Matrix. Discover sophisticated methods for applying MECE in complex scenarios and enhancing your problem-solving abilities. The deck also provides a step-by-step guide to performing thorough and structured MECE analyses, ensuring no aspect is overlooked. Insider tips are included to help you avoid common mistakes and optimize your MECE applications.
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The MECE Principle presentation is meticulously designed to provide you with all the tools and knowledge you need to master the MECE principle. Whether you're a business analyst, manager, or strategist, this presentation will empower you to deliver insightful and actionable analysis, drive better decision-making, and achieve outstanding results.
LEARNING OBJECTIVES:
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3. Apply MECE Framework
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5. Optimize Resource Allocation
6. Facilitate Strategic Planning
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三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
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办理(lbs毕业证书)英国伦敦商学院毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
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校名:学校英文全称
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毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
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L'indice de performance des ports à conteneurs de l'année 2023
Une évaluation comparable de la performance basée sur le temps d'escale des navires
L'objectif de l'ICPP est d'identifier les domaines d'amélioration qui peuvent en fin de compte bénéficier à toutes les parties concernées, des compagnies maritimes aux gouvernements nationaux en passant par les consommateurs. Il est conçu pour servir de point de référence aux principaux acteurs de l'économie mondiale, notamment les autorités et les opérateurs portuaires, les gouvernements nationaux, les organisations supranationales, les agences de développement, les divers intérêts maritimes et d'autres acteurs publics et privés du commerce, de la logistique et des services de la chaîne d'approvisionnement.
Le développement de l'ICPP repose sur le temps total passé par les porte-conteneurs dans les ports, de la manière expliquée dans les sections suivantes du rapport, et comme dans les itérations précédentes de l'ICPP. Cette quatrième itération utilise des données pour l'année civile complète 2023. Elle poursuit le changement introduit l'année dernière en n'incluant que les ports qui ont eu un minimum de 24 escales valides au cours de la période de 12 mois de l'étude. Le nombre de ports inclus dans l'ICPP 2023 est de 405.
Comme dans les éditions précédentes de l'ICPP, la production du classement fait appel à deux approches méthodologiques différentes : une approche administrative, ou technique, une méthodologie pragmatique reflétant les connaissances et le jugement des experts ; et une approche statistique, utilisant l'analyse factorielle (AF), ou plus précisément la factorisation matricielle. L'utilisation de ces deux approches vise à garantir que le classement des performances des ports à conteneurs reflète le plus fidèlement possible les performances réelles des ports, tout en étant statistiquement robuste.
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The Indiscipline Mechanist | HRM Case Study Solution
- 1. Case Study: MECHANIST’S INDISCIPLINED BEHAVIOUR Mohit | Navjot | Nupur | Prachi Preeti | Radhika | Shrijee Ganesh, Supervisor Instructor: Prof. Meenakshi Malhotra Dinesh, Machine Operator
- 2. Ganesh, Supervisor Pick up the trash that has fallen from your work area. When you drop it, you pick it up. ******* (Abusive) I won’t do the Janitor’s work. Dinesh Machine Operator 2
- 3. Case Summary Target Cleaner Workplace and prevention of accidents Resistance from Dinesh only Dinesh’s Punishment According to company policy, suspension of one day for insubordination and abusing. Ganesh reported to the HR for records Ganesh’s Effort Dinesh had 5 years of work experience with this company. Dinesh Alcoholic, Abusive and short tempered. Good at his Job. - Weekly Meetings - Individual Communication 3
- 4. Questions How would you rate Dinesh’s behaviour? Do you assess any training needs of employees? If yes, what inputs should be embodied in the training programme? What method of appraisal would you use? Why? 4
- 5. Rating Dinesh’s Behaviour Stubborn and Resistant to change. Flexibility He was known to be short tempered. Relation with Peers He was suspended for insubordination and abusive language. Relation with Superior Dinesh is not someone who evades work by nature Work Efficiency 90% 30% 50% 20% 5
- 6. Possible Methods of Appraisal Neumeric scales representing job related performance criterion, each ranging from exceling to poor. Rating Scale 360 Degrees Systematic Collection of performance data derived from a number of stakeholders supervisors, team members, peers and self. Focus on critical behaviours of an employee that make all the difference between effective and non effective performance. Critical Incident Method Checklist Statements on the traits of employees and their jobs prepared in 2 columns forwarded to HR for actual assessment. 6
- 7. Best Alternative: Critical Incident Method Clear Expectations Easy Feedback Better Chances of Improvement Descriptions in Support of Particular Ratings Reduced Recency Bias Based on Actual Job Behaviour Why? 7
- 8. Best Alternative: Critical Incident Method Evaluating if the selected solution will be able to remove the cause of problem. Evaluate Solution Review performance of Dinesh in previous departments. Any incidents that are in his records. Review Incidents Determine possible solutions for identified issues. Determine Outcomes Collecting data pertaining to these incedents from his colleagues, previous superiors and family members. Collect Facts Analyse the data to understand the causes of Dinesh’s Behavious . Analyze Data 8
- 9. 9 Next Step for Dinesh 360 Degree Feedback to Dinesh so he can understand the need of training. Mentorship • Unlearning • Relearning
- 10. Training Needs - Dinesh Stress Busters Informal events and counselling sessions Awareness Awareness about cleanliness and responsibility towards work environment Interpersonal Skill Attitude towards superiors which will reflect through his behaviour 10 Anger Management Anger management is a psycho-therapeutic program for anger prevention and control.
- 11. Training Needs - Ganesh Ganesh Training to enhance emotional quotient and sensitization. Ex: Through Role Reversal Attitudinal Changes To understand the methods of formal and informal appraisal as well as the errors associated with it. This will led to better output of appraisalsals. Appraisal Training 11
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