Professional Documents
Culture Documents
ASSIGNMENTS
Submitted by
Submitted to -: Prof. Nitu Singhi
Harsh Bansal
Roll no- 8
PGDM 2017-19
CASE STUDY 1: POOR SANJAY!
Q1. What do you think about Raghavan’s training
programme?
Answer:
The training method adopted by Raghvan is not apt for a new trainee
employee like Sanjay.
This thus justifies that the training programme followed by Raghvan doesn’t
suffice for imbibing the required job instructions required for performing the job.
suggest?
Answer:
The factors that need to be kept in mind while suggesting an apt sales training
programme would be:
Identifying the Trainee: - In this case Sanjay being a new recruit, he must be given
an entry-level training.
Conduct of training: - Suitably the training programme should be on the job itself so
as to provide sufficient exposure and real time supervision to the trainee.
Q3. What method of training would have been best under
experiential methods?
Answer:
In this method the trainee would receive firsthand experience of the job
conditions.
The trainee learns on the actual equipment in use and in the true environment
of his job.
The trainee also learns by day-day observation the applications of the rules,
regulation and procedures.
It is also appropriate for teaching the skills and knowledge which can be
acquired in short term.
Since the nature of the job is of sales, hence hands on experience is a must
for gaining experience of the job.
The training must be done in stages in situations varying from easy to the
toughest conditions.
This way the trainee will build up his experiences and learn the decision
making process and strategies.
CASE STUDY 2: IS RAJAT IN NEEDS OF REMEDIAL TRAINING?
Q1. As Rajat’s supervisor can you find out whether the poor
Answer:
It is to be inspected and identify the areas where he had not performed well or
did not show good progress in learning,
Then these identified areas must be closely supervised when the job is
performed by Rajat.
He must also be humbly prompted to review his own work to find out the
mistakes in order to make him realise his mistakes and provide an opportunity
for self–correction.
Parallel investigations must also be done to check factors other than training
affecting /demotivating him.
Answer:
Investigation into the training records can also help in determining the gap’s in
the training that may have lead to the present problems
The remedial training should basically focus on the gaps observed in his
earlier training and also keeping the focus on the skills and abilities that hold
prime-importance in meeting the set-standards.
The required training must not be long and should be precisely cut to needs .
Q3. If he has been with the company six months, what kind of
Answer:
As Rajat has been working in the company for the last six months he must
have gained some necessary experience and skills to perform his job.
He must have been provided with a initial training during the period of his
induction into the company.
The training would have helped him understand and better comprehend his
job and make him understand as to be expected of him.
If in case due to some reason or the other if the training wasn’t successful or
any gaps in learning may have been left in his training, it must be
concentrated upon to fill those required gaps by a remedial training.
The training necessarily may not be of long period and can also be of on-site
in nature i.e. on the job.
This shall help him gain practical experience as he goes through the training
process which shall help him retain and learn faster.
Answer
Answer
Rajat needs to be aware of the situation and the harm being caused, such that
he doesn’t perceive close supervision of his work as criticism or reprisal.
Discussing the situation will make him aware of his current position, what’s
wrong with it and what remedial action is planned.
Rajat’s interest and willingness are prerequisites for active participation in any
remedial measures and also to the success or positive outcome of the steps
taken.