Case Analysis
1. Highway Cargo Mover’s Pvt. Ltd. had a fairly structured compensation policy that had components of fixed & variable pay apart from incentive structures. Employees felt satisfied & secured by and large with the simple and transparent compensation structure. There also existed a...
Concern mostly arises when the performance cannot be measured against the revenue generation. Conversely, the statistic is that variable pay does act as a performance savoury. The variable pay could be different in different organisations. For some companies, it is a form of dropping the tax burden...
This problem can be addressed by implementing solutions that neutralize the employee retention risk caused by social media. Social media training should be done to make employees focus on positive social media behaviours, like collaboration, which can increase satisfaction and attachment...
1) Within 05 yrs. of its inception, M/s. Monkey IT solutions, emergently captured the market of IT business by creating a culture of openness, people centric approach & a business module of fewer margin with large sales volume. Meher Sen, the newly joined Product Manager (PM) saw employees also...
It is well accepted fact that disciplined employees are the backbone of good industrial relations in any company. Such issues which affect the overall image of the company CANNOT BE SOLVED with soft approach rather it needs stringent disciplinary approach.
So even if this is a matter of Trust, both the workers have misused the company provided facility and disciplinary action can be initiated as per the gravity of misconduct. Hashmat may further deep dive in whole incident and check the routes of this whole episode.
Workers' outlook may change towards management if management will take strict action. Envisage and avoid collateral damages because of wrong decision-making. Follow disciplinary process and principle of natural justice.
People Management without any cultural base and values has no meaning. Organisational culture is one of the key drivers in successful running of any business. Organisational culture involves and decides how and why things get done in the organisation. The culture reflects the environment, the...
The progressive HR practices which were reflective of mind-set of management; the focus on quality and value addition in the manufacturing process in order to retain the market leader position.
1. Anybody with or without a management degree or background can label Kewal as insecure, system defying, autocratic, insensitive, and incompetent manager and aptly so. The whole case underscores ineffective management style practiced by Kewal at every juncture-routine or exceptional. A highly only...
