Case Study Presentation

The New Responsibility

By
Group -05
 GROUP MEMBERS
NAME REG.NO
MFA. Najath SEU/FMC-PG/16/MBA/003
AM. Razeen SEU/FMC-PG/16/MBA/008
V. Uruthirakumar SEU/FMC-PG/16/MBA/011
AH. Thastheek SEU/FMC-PG/16/MBA/019
MIM. Ilyas SEU/FMC-PG/16/MBA/029
AS. Mohamed Rusith SEU/FMC-PG/16/MBA/032
 CASE STUDY OVERVIEW
CHT skills organization providing educational service since 1995 head office
In Ampara and Located In all major towns In Srilanka.

The MD Mr. Akshaf of the organization appointed Mr.Parera who has

witnessed that high turnover among its younger staff in last five years not
because of the salary.

Some Senior Managers point out the reasons as mentioned below about
younger staff ,
They have lacks dedication and fails to appreciate the career
opportunities provided by the organization.
They always complaining about the lack of meaningful feedback on their
performance, and that the organization does provide performance rating
to its staff and the previous manager had always maintained open door
policy.
Training Is not relevant and is generally dull. He explains that various
persons in the organization who worked with training from since to time
acted mainly on guidance from Ampara.
 SWOT ANALYSIS
Strengths
Quite successful since 1995
Competitive salary structure
Branches in all major towns in Srilanka
Experience staffs and Managements
Career Path Developments

Weaknesses
Absence of HR department
High turnover of younger staff
Negative feedback on their performance
Unsuitable training
Centralized decision making structure
Negative mindset of senior level management
Training model not periodically reviewed
 SWOT ANALYSIS CONT
Opportunity
Opening for new youngest innovative working forces
Can extend the branches further
Can introduce new training quality program in low cost

Threats
Organizations Confident details exposed to competitors
Innovative training not provided
Difficulty to get competitive advantages
Difficulty to identify the new market
Difficulty to find similar experienced skill staff
 NEED FOR HR DEPARTMENT
CHT skills organization has been providing educational
service it is intangible product thus organization should
have effective workforce otherwise they cannot survive in
the industry.

CHT struggle on without the aid of Human Resource

Department that is by there are high employee turnover.
HR department provide in valuable service or support with
so many areas of staff management.

Many research are concluded that, Human Resource can be

a significant source of competitive advantage.

Goals of HR are attract, develop and maintain an effective

work force within the organization.
 NEED FOR HR DEPARTMENT CONT
Here we have compiled a list of some reasons why companies
may need HR department.

Employee Satisfaction : To motivate employee

Training and Development : To reduce the employee turnover
Conflict Resolution : To create positive working environment
Cost Savings : To become a cost leader in the industry
Help companies manage their staff fairly : To reduce the conflict
Help avoid employment tribunals : To avoid unnecessary burden
Performance Improvement : To provide better service
Budget Control : To reduce unnecessary cost
Sustaining Business : To organization's stability and future
success
Corporate Image : To be a employer of choice
Employee Acquisition : improve employee skills and increase
overall company production
Provide guidance with employment legislation : To have a
better knowledge about the organization
 PROBLEM SOLUTION
Recommended to do the need assessment of staffs to identify the
root of HR issues.
Recommended to establish HR division to avoid unnecessary
circumstance and increase the efficiency of staffs.
Recommended to redesign the training and development program
based on actual requirements of work forces and it should be
increased the staff performance.
Recommended to redesign the staff performance review with
third party involvement and it must be linked with rewards.
Recommended to organize the gathering or out bound training to
build the better communication and relationship among the staff.
 PROBLEM SOLUTION CONT
Select the right people in the first place through behavior-based testing and
competency screening.
At the same time, don't neglect to hire people with the innate talent, ability,
and smarts to work in almost any position even if you don't currently have
thebestmatch available.
Provide opportunities for people toshare their knowledge on-the-jobvia
training sessions, presentations,mentoring othersand team assignments.
Employees like to share what they know.
Demonstrate respectfor employees at all times.Listen to them deeply; use
their ideas; never ridicule or shame them.
Offer performance feedback and praise good efforts and results to reduce
employee turnover.
People want to enjoy their work.Make work fun. Engage and employ the
special talents of each individual.
 PROBLEM SOLUTION CONT
Involve employees in decisions that affect their jobs and the overall
direction of the company whenever possible. Involve them in the
discussion about companyvision,mission,values, and goals.

Provide opportunities within the company for cross-training and

career progression. People like to know that they have room for career
movement.

Provide the opportunity for career and personal growth through

training and education, challenging assignments and more
responsibility.

Communicate goals, roles, and responsibilities so that people know

what is expected and they feel likepart of the in-crowd.

According to research by the Gallup organization, encourage employees

to have good, even best, friends, at work.
QUESTIONS?
THANK YOU!