Monday, April 6, 2009

Case studies on HR

Case1.Tasty Noodles Company
Tasty Noodles Company was planning to introduce 100 grams pack of noodles into Indian market at Rs.8/- per pack during the test marketing period of one month. During this period the company wanted to flood the market with their noodles.
In the subsequent month, Tasty Noodles Company planned to increase the price to Rs.12/- and change the packaging to 120 grams with a free toy car attached to the pack.
One month before the product introduction , marketing department brought out advertisement in the print, FM radio and television media. There were also competitions arranged for children with prizes sponsored by Tasty Noodles Company.
Production for the introduction phase was to be started two months in advance. Demand for the product was estimated to be one lakh packs for the first month and 1.2 lakhs in the second month. Production had to be started earlier in order to meet the estimated demand, as also to account for the change over in the pack size for the second month.
1. What coordination is required between the marketing, production, and logistics departments to integrate the activities towards the success of the introductory campaign?
2. Explain the role of logistics department in the introductory phase.
3. Explain the information sharing that needs to take place between marketing, production, and logistics departments for efficient and effective results.
4. Explain the role of logistics department in the change over to the new packaging in the second month?

Case 2. Plastic furniture Ltd.[FPL]
Study the following case and answer the question given at
the end of case study. …………………………………….………………….[20]
Plastic furniture Ltd.[FPL] manufacture a range of plastic furniture for home as well as office use. PFL have increased their sales to large retail outlets in last few years. Today almost all their products are sold to large retail out lets in major cities. Without these customers PFL would be in the category of a small manufacturer.
However theses large retailers have been demanding. PFL have had to install EDI for connectivity and provide access to the retailers to their inventory data for stock availability information. PFL are also needed to provide shipment status of all orders to retailers at regular intervals.
The latest requirement from the retailers has been the reduction of delivery lead time from 10 days 5 days. This has created problems in consolidation for full truck load shipments in transportation for logistics. LTL [less than truck load] transportation will result in increased transportation costs. Also PFL has been utilizing a centralized distribution warehouse untill this time which is a constraint for the new requirement from the retail stores.
1. explain the logistical implications of the new requirements of the retail stores.
2. Suggest logistical solutions to PFL to meet the new requirement of the retail stores

Case 3. M/s XYZ Ltd.
Study the following case and answer the question given at the end of case study.…….20
M/s XYZ Ltd. are a consumer goods manufacturing company. They have outsourced their logistical operations [inbound as well as out bound] to M/S ABC Ltd. Competition has forced M/s XYZ Ltd. to drop their price in the market. Hence there is strong cost reduction drive in M/s XYZ Ltd. M/S ABC Ltd. Have been informed by M/s XYZ Ltd that they will have to drop their rate. The president of M/S ABC Ltd. Spoke to the senior managers about the impending rate reduction. To keep the profit in tact cost of logistics are to be reduced.
What is your advice as student of logistical management to M/S ABC Ltd. Please out line your strategy

Is there a Difference Between Human Resources and Personnel Management?

Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.

For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.

When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company’s workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.

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