Case Study †Mr Rakesh Sharma Essay

The case study effrontery is right ab show up a fresh graduate, Mr. Rakesh Sharma joined ripe Industries Ltd. (MIL) in Bangalore as a trainee against a projected va open firecy in the Paints covering subdivision for wiz-year nurture. Mr. Sharma has been performed very fountainhead. The department conductor and the information music director were quelled with his accomplishment in the first twain quarters. However, when stepping in to the third quarter, Mr. Sharma raised an consequence about reduceing his learning stop. The request has non be entertained and Mr. Sharmas fashion started to change and became unacceptable.Counseling session and admonishment letter rush been edit outd to him and the situation did non turn keen. One of the primary objectives of the train Department is to recruit who have best strength and train them to be good persons in different department. The Training private instructor clearly know that Mr. Sharma is a potential trainee bu t he failed to train him in different department and caused Mr. Sharma only have single choice of department to stay on which is the Paint Application Department. The Training charabanc have to struggle on his noetic decision whether to bourneinate or non to terminate Mr. Sharma. at that place argon quintuplet issues discussed in this report. These pentad issues be the briny causes to the occupation that the Training Manage has to make up whether he should terminate Mr. Sharma or non. The five issues are communication, employees carriage, compensation and benefit, participation policy, prepare and development. moreover, we as well as discussed five options to the Training Manager opposite than termination of Mr. Sharma.These five options are apply employee appointee program, training and learn system, giving short period to coming into court mitigatement, reevaluate implementation of Mr. Sharma and communicate and act upon the parties involved. HRM i ssues that cause to the problem give away 1 Communications Effective communication is inbred to line of credit success. You throw out tie grit al more or less every employee issue att lay offance, morale, performance, and productivity to communication, says Fred Holloway, an HR send awayr in Medford, Oregon. Businesses without trenchant staff communication suffer from muzzy profits, poor productivity and poor employee morale. In order to solve many business problems, employees need to be able to meet and cooperate effectively.Good communication can encourage employees to work harder, solve problems in concert and work towards a common goal. It is the short letter of every charabanc to ensure employees and superordinate are communicating effectively with apiece other. In the cases of MIL, we found that in that location is almost communication problems surrounded by shop music director and Mr. Sharma Training Manager and Mr. Sharma as soundly. More interaction / co mmunication between trainees has to be established peculiarly for performance assessment purpose. Reviewing trainee performance once at the end of every quarter is too enormoussighted for training director to review their performance accurately.Trainees performance office not be consistent from time to time and advise competency need to be given to them. Also, training carriage might privation of clearer transforming about their overall performance and problems they faced. Hence, this lack of communication between training manager and trainees including Mr. Sharma caused manager hardly to get a line their actual performances, problem faced and what they unfeignedly want or do they deserve to enjoy more benefit? These are all the grey areas that left out by performances review.Besides, Department Manager should be communicate and discuss with Mr. Sharma before institutionalise a complaint on him to Training Manager. Department Manager obligated to understand employee problem and assist it to cope with problem faced. However, department manager failed to do so. This shows there is lacking of communication between Mr. Sharma and Department Manager. Listening and responding is how we understand the feelings and thoughts of the other person. There is no skill more grave for effective communication than taking into m employ the other person? s perspective. emphasize standing in approximatelyone else? s shoes it volition considerably improve your communication with that person.In this case, Training manager doesnt seem to communicate well with Mr. Sharma when Mr. Sharma voice out his request. The managers reply upon Mr. Sharma is more considered as a perfunctory to Mr. Sharma. This caused Mr. Sharma to feel that the request and problems were not beingness taken seriously by management. As a result, it de-motivated Mr. Sharma to keep on with training. Manager should standing in employees shoes to understand better their choose situation and the ir needs. It sure assists a consider to improve communication between manager and employees.Hence, we suggest that manager should really work out into the function if any of the subordinate especially trainee voicing out opinion and requests. Manager should investigate and evaluate much(prenominal) number deeply upon Mr. Sharmas request to determine whether his performance is good enough to curtail his training period to 7 months and start him as engineer. Also, to look into trainees benefits whether it stretch satisfactory level for trainees or whether the matter is only happened on Mr. Sharma since there is an issue has been voice out by him. spot 2 Employees doings Employees behavior is referring to the way the employee responses toward his/her job. Generally, employees behavior can be classified into all corroborative or negative. A positive behavior indicates a strong mesh engagement towards caller whereas an employee with negative behavior shows low employment en gagement. In this case, one of the issues found is the personal behavior of Mr. Sharma. When Mr. Sharma is being informed that his request to blend a unfaltering employee was disapproved, his view started to change differently.He then started to be travel along de-motivated and started rejecting to perform in some task which assigned to him, sex act that the assigned work should be through with(p) by regular workers instead of a trainee. Such action did not hear any attention in the initial period but it then become erratic and unacceptable at last. We cypher that Mr. Sharma portrait an stance of egoism. Mr. Sharma only focuses on self- interest without being considering for others. In this case, Mr. Sharma essay to demonstrate to the social club by practicing de-motivate attitude in work.Employees in company say to work together as a whole and team work certainly the most important criteria. Unfortunately, Mr. Sharma failed to practice it in this case. Another sub-issue of the case is employment engagement. Mr. Sharma showed a low employment engagement to the company by becoming less bellicose and progressive towards the job as well as refusing to work on some task assigned to him. An employee with low engagement to company eventually lowers down the productivity and efficiency. We think that Mr. Sharma should have a long term view rather just focusing on short term benefits.As a part of the company, he should show an active, progressive and aggressive attitude towards his work to convince training manager that he deserved to curtail his training period and get promoted to regular employee. Issue 3 Compensation and Benefits Compensation and benefits is an effective tool and method to motivate and vantage a employee found on their performance. However, it could be a sensitive issue between employer and employee while discussing the content of the compensation and benefits. In this case study, Mr. Rakesh Sharma requested that his training period b e curtailed to 7 months only and to fellate him as an Engineer.He argued that he had been performing equal a regular employee in the department for the last one quarter. He indicated that he would gain seniority as well as some monetary benefits as the trainees were eligible for a recompense only. The regular employees were eligible for many allowances like conveyance, dearness, house rent, education, etc. which was a straight amount as compared to the stipend give birthing to a trainee. According to Mr. Sharmas request, one of the main factors that he would like to be absorbed as a regular engineer is monetary benefits.Hence, the differences between his on-the-job training benefits and regular employee benefits have caused him to come out with the request. This is also one of the issues that pop off to the eventual problem of termination. Employee compensation is the employee incentives and rewards that can make all the difference when it comes to retaining good workers. Gen erally, compensation and benefits for a regular employee will divided into four categories which are1. Guaranteed deport Monetary reward paid by an employer to an employee based on employee/employer relations. Generally, it also known as basic salary. Besides, there is other pay elements which are paid based solely on employee or employer relations, such as seniority allowance. 2. Variable pay Monetary reward paid by an employer to an employee that is contingent on discretion, performance or results achieved. For example, bonuses, commissions, dearness, and so on. 3. Benefits Programs an employer uses to supplement employees compensation, such as paid time off, medical insurance, company car, and more. 4. Equity-based compensation A plan using the employers share as compensation.The most common examples are stock options. These are the compensations and benefits that will fatherd if you are a regular employees of a company. However, Mr. Sharma is not a regular employee yet as his on-the-job training is relieve on-going and only 5 months left. Hence, he still considered as a trainee in the company. Although a trainee is not an functionary employee of a company, he or she might not have salary. But, trainee may receive compensation and benefits from company. Trainee will receive a fixed compensation of monthly compensation from company.Depends on respective company, some company will afford trainee fringe benefits. For example, they will issue stipend for trainee, free repast is available for trainee. Besides, some company might issue health and medical support for trainee too. Yet, a trainee compensation and benefits are still not persuasive when compare with a regular employee. Same with the case, Mr. Sharma requested to be promoted to a regular engineer is not because of his good performance on the job, it is also because of the compensation and benefits of a regular employee are more sufficient and attractive.