Case Study †Mr Rakesh Sharma Essay

The case study presumptuousness is ab expose a fresh graduate, Mr. Rakesh Sharma joined Modern Industries Ltd. (MIL) in Bangalore as a trainee against a projected vacancy in the Paints Application discussion section for one-year training. Mr. Sharma has been performed very well. The Department Manager and the cooking Manager were well-provided with his public presentation in the first two quarters. However, when stepping in to the third quarter, Mr. Sharma raise an issue about curtailing his training period. The request has not be socialise and Mr. Sharmas appearance started to change and became unacceptable.Counseling session and warning garner capture been issued to him and the seat did not turn good. One of the primary objectives of the readiness Department is to recruit who have good potential and train them to be effective persons in opposite department. The culture Manager clearly cognize that Mr. Sharma is a potential trainee but he failed to train him in differ ent department and caused Mr. Sharma lone(prenominal) have one choice of department to breathe which is the Paint Application Department. The Training Manager have to struggle on his rational decision whether to terminate or not to terminate Mr.Sharma. on that point atomic number 18 cardinal issues discussed in this report. These five issues are the primary(prenominal) causes to the riddle that the Training Manage has to decide whether he should terminate Mr. Sharma or not. The five issues are conversation, employees behavior, honorarium and benefit, comp both policy, training and development. Moreover, we besides discussed five options to the Training Manager other than termination of Mr. Sharma.These five options are apply employee solve program, training and coaching system, giving short period to state improvement, valuate deed of Mr.Sharma and intercommunicate and persuade the par forces involved. HRM issues that cause to the task Issue 1 Communications Effecti ve communion is essential to channel success. You can tie back almost each employee issue attendance, morale, performance, and productivity to communication, says Fred Holloway, an HR advisor in Medford, Oregon. Businesses without effective staff communication suffer from lost profits, poor productivity and poor employee morale. In order to solve umpteen business problems, employees need to be able to collaborate and cooperate effectively.Good communication can encourage employees to work harder, solve problems together and work towards a crude goal. It is the job of every animal trainer to ensure employees and superior are communicating effectively with each other. In the cases of MIL, we found that there is many communication problems between shop conductor and Mr. Sharma Training Manager and Mr. Sharma as well. More interaction / communication between trainees has to be established oddly for performance appraisal purpose. Reviewing trainee performance once at the end of every quarter is too long for training jitney to review their performance accurately.Trainees performance might not be consistent from clipping to time and advise might need to be given to them. Also, training manager might wish of clearer understanding(a) 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 find out their actual performances, problem faced and what they really want or do they deserve to enjoy more benefit? These are all the gray-headed areas that left out by performances review.Besides, Department Manager should be communicate and discuss with Mr.Sharma before file a complaint on him to Training Manager. Department Manager obligated to understand employee problem and assist it to debate with problem faced. However, department manager failed to do so. This shows there is lacking of communication between Mr. Sharma and Department Manager. Li stening and responding is how we understand the feelings and thoughts of the other person. There is no skill more important for effective communication than taking into devotion the other person? s perspective. Try standing in mortal else? s shoes it will considerably improve your communication with that person.In this case, Training manager doesnt seem to communicate well with Mr. Sharma when Mr. Sharma theatrical role 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 being taken mischievously 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 exact situation and their needs. It surely assists a lot to improve communication between manager and employees.Hence, we suggest that manager should really look into the matter if any of the repress especially traine e voicing out opinion and requests. Manager should investigate and treasure much(prenominal) matter deeply upon Mr. Sharmas request to decide whether his performance is good enough to curtail his training period to 7 months and overhear him as engineer. Also, to look into trainees benefits whether it reaching satisfactory level for trainees or whether the matter is yet happened on Mr. Sharma since there is an issue has been voice out by him.Issue 2 Employees behavior Employees behavior is referring to the way the employee responses toward his/her job. Generally, employees behavior can be classified into either positive or negative. A positive behavior indicates a pie-eyed troth affaire towards corporation whereas an employee with negative behavior shows low use engagement. In this case, one of the issues found is the personal behavior of Mr. Sharma. When Mr. Sharma is being certified that his request to force a unbendable employee was disapproved, his attitude started t o change differently.He then started to become de-motivated and started rejecting to perform in some task which assign to him, telling that the assigned work should be done by unbendable workers instead of a trainee. Such action did not sustain any attention in the initial period but it then become erratic and unacceptable at last. We think that Mr. Sharma portrait an attitude of egoism. Mr. Sharma only focuses on self- interest without being considering for others. In this case, Mr. Sharma tried to demonstrate to the company by practicing de-motivate attitude in work.Employees in company supposed 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 turn less aggressive and progressive towards the job as well as refusing to work on some task assigned to him. An employee wi th 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 timed employee. Issue 3 Compensation and Benefits Compensation and benefits is an effective tool and method acting to motivate and reward a employee based on their performance. However, it could be a sensitive issue between employer and employee while discussing the content of the pay and benefits. In this case study, Mr. Rakesh Sharma requested that his training period be curtailed to 7 months only and to absorb him as an Engineer.He argued that he had been performing like a steady employee in the department for the last one quarter. He indicated that he would gain seniority as well as some fiscal be nefits as the trainees were eligible for a stipend only. The regular employees were eligible for many allowances like conveyance, dearness, house rent, education, etc. which was a substantial amount as comparingd to the stipend paid 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 lead 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. Generally, compensation and benefits for a regular employee will divided into four categories which are1. Guaranteed hand Monetary reward paid by an employer to an employee based on employee/employer relations.Generally, it also known as basic salary. Besid es, 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 received 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 unagitated on-going and only 5 months left. Hence, he still considered as a trainee in the company. Although a trainee is not an official employee of a company, he or she might not have salary. But, trainee may receive compensation an d benefits from company. Trainee will receive a fixed compensation of periodical payment from company.Depends on respective company, some company will pay trainee fringe benefits. For example, they will issue stipend for trainee, free meal is unattached for trainee. Besides, some company might issue health and medical indemnity 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.