Case Study

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Training & Development Problem

Group - 3

Manish Kumar Singh Priyanka Manjesh Ravi Kunduru Rajeshwari Raghunandan

Case Facts

Forward industries ltd-automobile industry Gurgaon Junior level vacancies- different types of training 1 yr training -first 6months(core training) -next quarter(individual placement) -last quarter(job training) Mr. Sudesh Saxena- b.tech in paint tech.(joined co. in 2002 as a trainee) His training program-first 3months(core training) Requested training manager to cut down his training period and take him as a permanent engineer. His request was turned down and this transformed his attitude towards job .

Contd

He became unacceptable in the company as he started refusing certain tasks given to him. Complaint went from paint manager to the training manager. Training manager tried to convince him that his demand was illogical. His monthly report was not good and he was called for counseling and was given 2months time for improvement. But his behavior got further aggravated. By the time , he completed his training he was not at all acceptable in the dept. In view of this , dept manager recommended that he be taken out.

1. What options are available for the training manager other than termination of Mr. Saxena?

Probation Period- 3 Months Counseling Increase in Salary

2. Where in your opinion, the things went wrong?

Core Training was given only for 3 months. Saxena assumed that he knows everything. Training Manager didnt noticed the mistake in the time period of the Core Training.

3. Did the Paint Shop Manager handle the Trainee properly?

He handled the training properly but not the trainee. He should had tried to solve the problem himself. He also didnt noticed the mistake in time period for the on the job training.

How could he put Mr. Saxena back into the right track?

Give some innovative methods of training. Appoint Mr. Saxena on Probation Period. Provide bonus if his performance improves.

Thank you