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Committees
Recommendation on the
Replacement of Mr. Ashok
735 Words

Sparkling Glass Limited

Contents
Situation Analysis:...................................................................................................... 2
Priorities for the Role:................................................................................................. 3
Analysis of the Profile:................................................................................................ 4
Performance Evaluation:............................................................................................. 5

Table 1: Kanna's performansfs;ldjf..............................................................................5


Table 2;e';lst'ls............................................................................................................ 6

Situation Analysis:
Mr. Ashok, General-Shift-in-Charge of Sparkling Glass Limited (SGL) is to retire in a
few months. He is the general shift supervisor and he also looks after production

planning, scheduling and costing. As the members committee we are given with the
responsibility to identify a suitable replacement for Mr. Ashok.
Options:

To find a replacement for Mr. Ashok from the profiles of four other shift-incharges: Mr. Khanna, Mr. Punjabi, Mr. Gupta and Mr. Gulati
To extend the tenure of Mr. Ashok
To recruit a new person

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Figure 1: Available Options

Priorities for the Role:


Based on the current situation, the priority of the role includes,
1. Costing The Company is making loss due the imbalance in production and
sales cost, the new person should be in a position to achieve balance.
2. Employee Engagement The new person must maintain a good relationship
with the employees and should channel the demands from top level
management.
3. Production Planning Should have a prior knowledge or experience in
production planning and meet the demands on-time.
3

4. Scheduling Should have a good hands-on experience on scheduling,


5. Technology Should have a deep knowledge in the glass technology.
6. Experience Should have relevant work experience in the Glass industry.

Analysis of the Profile:


A brief profile comparison of the four shift-in-charges under various attributes is
given in the below table. A Performance evaluation is done for them based on these
details.
Khanna

Punjabi

Gupta

Gulati

5 years

12 years

3 years

5 years

3 years

12 years

3 years

1 year

Total
Experience
Company
Experience

Qualificatio
n

Costing**

Glass Technologist.
Completed 1 year
course in
Management.
Undergoing a
course on
production
planning and
management

Good Glass
Technologist.
Good with
numbers and
planning.

Diploma in
Glass
Technology.
Other
qualification
through
correspondenc
e courses.

Diploma.

No

No

No

No

Planning**

Yes

No

Yes

No

Scheduling
**

No

No

Yes

No

Communica
Good
tion Skills*

Average

Average

Average

Training
Skills*

None

Good

None

None

Poor

Good

Poor. ( Barely
Adequate)

Good

Good

None

None

None

Below Average

Average

Average

Above Average

Employee
Relationshi
p*
Customer
Relationshi
p*
Productivity

Table I: Profile Comparison


* *Factors are considered if the person has either educational background or a relevant experience
in that category
# Factors are calculated in the scale of Below Average, Average and Above Average
* Factors are rated in the scale of Good, Average, Poor and None
Good If there are instances attributing to the skill.
Average If there are no Instances but has the skill.
Poor If there are bad instances relating to the skill.
None If there is any relevant experience related to the Skill.

Performance Evaluation:
All the candidates will be evaluated on the scale of five. Each Attribute is given with
the special weight-age based on the order of priority required for the role. For
instance, Costing is given with a weight-age of four since it is the most required skill
for the role. A person is rated based on the following considerations,
1- Person has no idea about the skill.
2- Person has knowledge about the skill or if a person has a bad experience
3- Person has relevant experience or educational background relating to the
attribute.
4- Person has achieved in relation to the attribute.
5- Person is exceptional in that attribute with significant achievements.

Mr. Khanna:
Table 1: Kanna's performansfs;ldjf

Attributes
Costing

Weightage
4

Maximu
m
Rating
5

Rati
ng
2

3
3

5
5

3
2

3
2

5
5

2
3

Production
Planning
Scheduling
Employee
Relationship
Experience
Productivity
Technology

Comments
No Relevant Experience
Currently doing an evening
course on production
planning.
No Relevant Experience
Attitude towards the workers
is not really good
Has Relevant Experience
Does not put extra hours for
the job
Glass Technologist,
Completed 1 year course in
Management

Overall
Rating

2.55

Table II: Mr. Khannas Performance Evaluation


5

Mr. Khanna is the most qualified person among the four. He is good with
communication and he was able to sort out a customer complaint with his skills.
However, his performance has deteriorated in the last one year for unknown
reasons. He does not put in extra hours required for the job. Further, his attitude
towards the workers is not very good.

Mr. Punjabi:
Mr. Punjabi is the most experienced person among four. He is a good trainer and
maintains a good relationship with workers and management. However, he has less
qualification when compared to the others preferred for this role.

Table 2;e';lst'ls

Weightage
4

Maximu
m
Rating
5

Rati
ng
2

3
3

5
5

2
2

Employee
Relationship

Experience

Productivity
Technology

2
3

5
5

3
2

Attributes
Costing
Production
Planning
Scheduling

Comments
No Relevant Experience
No Relevant Experience
No Relevant Experience
He is a good trainer and
gets along with the workers
well.
Has around 12 years of
experience in the same
company.
Average and no instance of
putting extra effort.
Has Diploma.

Overall
Rating

2.85

Table III: Mr. Punjabis Performance Evaluation

Mr. Gupta:
Attributes
Costing
Production
Planning
Scheduling

Weightag
e

Maximu
m Rating

Rati
ng

Comments

Learned enough to handle


costing on his own

3
3

5
5

4
4

Good in Planning
Good in Scheduling

Employee
Relationship

Experience

Productivity
Technology

2
3

5
5

3
3

Relationship with workers


is barely adequate
Less Experienced among
the four
just good enough to
perform his tasks
Glass technologist.

Overall
Rating

3.05

Table IV: Mr. Guptas Performance Evaluation


Mr. Gupta, the less experienced of the four is a good glass technologist and also
good with numbers and planning. He also has the potential for growth. However, his
performance is rated as average. His relationship with workers is barely adequate.

Mr. Gulati:
Mr. Gulati has ability to learn and grasp well. He also maintains good employee
relationship and has the capability to handle tense situation. He also puts extra
hours across shifts whenever required. However, he is new to the company. He does
not have hands on experience on planning and scheduling.

Attributes
Costing
Production
Planning
Scheduling
Employee
Relationship
Experience
Productivity
Technology

Weightag
e
4

Maximu
m
Rating
5

Rati
ng
2

3
3

5
5

2
2

3
2

5
5

4
3

2
3
Overall
Rating

5
5

5
2

Comments
No Relevant Experience
No Relevant Experience
No Relevant Experience
He has solved the critical
labour problem
Has Relevant Experience
He is exceptional and puts
in extra hours that job
demands
Diploma
2.7

Table V: Mr. Gulatis Performance Evaluation

Other Alternatives:
Retaining Mr. Ashok:

Mr. Ashok has hands on experience in the role for many years. He was not
responsible for the loss incurred by the company in the past two years. However, his
tenure cannot be extended for a longer duration as it is a short term remedy and it
will also incur more expense to the company.

Hiring a New Recruit:


Hiring a new recruit with required skill sets for the job will be a suitable option.
However, this process will take time. It will also affect the morale of other
employees competing for the same role. The new person will take some time to
settle which is not well suited for the present companys situation.

Recommendations:
From the above analysis it is evident that none of them posses all the required skills
preferred for the profile. Since SGL is anticipating profit for the current year, the
committee strongly recommends extending Mr. Ashoks tenure by 6 months. After 6
months the committee suggests Mr. Gupta for Mr. Ashoks replacement based on
the performance evaluation. The committee also recommends Mr. Ashok to train Mr.
Gupta during this interim period.