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Key Points & Takeaways:

1. Understanding HRM

 Definition: HRM is a strategic approach to managing people in an

organization to maximize performance and achieve goals.
 Core Functions:
o Talent Management: Attracting, hiring, and retaining employees.
o Employee Relations: Creating a positive work environment.
o Organizational Culture: Enhancing morale and engagement.
o Legal Compliance: Ensuring adherence to labor laws.

2. Employee Engagement & Perception

 Gallup’s 2024 Report: Measures employee perspectives on

workplace culture.
 Perceptual Error (Rubin Vase Illusion): Employees perceive the
same situation differently based on their biases and roles.
 Impact: Decision-making, interpersonal relations, and work attitudes
are shaped by diverse perspectives.

3. Dave Ulrich’s HR Model – Return on Capability (ROC)

 Measures organizational capabilities contributing to

performance.
 Key Elements:
o Talent Development
o Leadership Effectiveness
o Employee Engagement
o Innovation & Adaptability
o Organizational Culture
 Benefits: Aligns HR with business strategy, provides competitive
advantage, and measures intangible assets.

4. Case Study: Taj Hotels – Employee Engagement Initiatives

 Taj People Philosophy (TPP): Employees as assets, focusing on

career growth and well-being.
 Special Thanks & Recognition System (STARS): Rewarding high
performers.
 Impact: Improved employee morale, service quality, and international
recognition.
5. Workplace Trends: AI & Leadership

 AI Adoption Among Gen Z (HR Digest, 2024): 82% of Gen Z

professionals use AI at work for task automation.
 Challenges: Fear of job replacement.
 Opportunities: AI as a tool for improving leadership skills and
decision-making.

6. Importance of Humor in Leadership

 Gallup Study (2016): Employees who engage in humor with leaders

report higher satisfaction.
 Example: Satya Nadella’s use of humor at Microsoft.
 Impact: Reduced stress, improved team bonding, and enhanced
workplace culture.

7. HRM Objectives and Business Cases

 Corporate Social Responsibility (CSR) Examples:

o Adidas: Community involvement & employee engagement.
o Reebok’s BOKS program: Promoting children's fitness.
o Disney Aspire Initiative: Covering tuition for employees.
 Organizational Goals:
o Tesla: Focus on sustainability and renewable energy.
o Amazon: Customer-centric approach with heavy investment in
logistics.

Case Approach:
1. Problem Identification

 Identify key HR challenges (e.g., employee engagement, AI impact,

leadership development).

2. Strategic HR Initiatives

 Implement leadership models like Dave Ulrich’s ROC.

 Foster AI adoption with structured guidelines.
 Develop employee engagement programs (like Taj’s TPP).

3. Implementation & Monitoring

 Use performance metrics (KPIs) like revenue, customer satisfaction,

and employee retention.
 Gather feedback through employee surveys and analytics.
4. Continuous Improvement

 Apply Kaizen (continuous improvement) by adapting HR strategies to

new workplace trends.

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Human Resource Planning (HRP)Definition: HRP is the process of

forecasting an organization's future workforce needs, ensuring the
right number of employees with the right skills at the right time.

Key Components: Forecasting Labor Demand: Using historical data to

predict staffing needs. Evaluating Workforce Supply: Assessing skills,
demographics, and labour market conditions. Gap Analysis: Identifying
discrepancies between workforce demand and supply. Action Plans:
Implementing strategies such as recruitment, training, outsourcing, or
downsizing.

Implementation & Monitoring: Reviewing and adjusting HR strategies.

Workforce Demand Forecasting Methods

1. Trend Analysis: Using past hiring data to predict future needs.

2. Ratio Analysis: Determining staffing needs based on business factors

like sales volume.3. Delphi Technique: Gathering expert opinions to
estimate future workforce requirements.

Workforce Supply Analysis Methods

Skills Inventory: Tracking employees’ qualifications and experiences.
Replacement Charts: Planning succession for key positions.
Markov Analysis: Predicting employee movements within an organization.
Competency Mapping: Matching employees’ skills with job requirements.

HR Planning Case Studies 1. Hotel Paris Case: Demonstrates strategic HR

planning to align employees with customer service goals. 2. Starbucks Case:
Highlights HRP in talent acquisition and training (e.g., Barista
Training).Failure in Australia (2000-2008): Poor HR planning led to hiring staff
that did not align with local consumer expectations. 3. Apple & Infosys -
Succession Planning: Apple successfully transitioned from Steve Jobs to Tim
Cook. Infosys struggled after Narayana Murthy’s exit due to a lack of a clear
successor

HRP in Workforce Restructuring

Boeing Case: Downsized its workforce due to financial struggles and
operational inefficiencies.

Spotify Case: Used technology and AI to enhance personalization and

workforce efficiency.

AI in Workforce Planning (McKinsey Report) AI-driven HR planning can help

travel and logistics companies optimize workforce allocation. Predictive
analytics can anticipate customer needs and workforce shortages.
Automation can reduce redundant tasks and improve efficiency.
Job Analysis & Case Study - AMS Fertilizers
Job Analysis Methods: Interviews, Questionnaires (PAQ, FJA,
MOSAIC, CMQ) Work Method Analysis: Assessing work
processes to optimize staffing.

AMS Fertilizers Case Issue: HR failed to consider language barriers when

recruiting sales employees for different states. Fault: Poor job analysis and
lack of strategic HR planning. Solution: Implement structured HR planning,
including proper recruitment strategies.

Key Takeaways

Strategic HR planning is crucial for organizational success. Workforce

forecasting methods must align with business goals. AI can enhance
workforce planning and efficiency. Poor HR planning can lead to operational
failures, as seen in Starbucks Australia and AMS Fertilizers.

PPT-3Key Points and Summary of the Presentation on Recruitment &

Selection

This presentation focuses on modern recruitment trends, AI integration,

sustainability, and talent pipelines. It highlights challenges, ethical concerns,
and real-world case studies in recruitment and selection.

1.Recruitment & Selection Framework-Recruitment ensures hiring the right

people, reducing turnover, improving productivity, and aligning with
organizational goals. Diversity & Inclusion (D&I): McKinsey’s 2023 report
emphasizes the importance of diverse talent for long-term success. Applicant
Tracking Systems (ATS): Used by companies like LinkedIn and Google to filter
applications based on predefined criteria.

2. Sources of Recruitment-Internal Sources (Promotions, Transfers,

Referrals)Benefits: Cost-effective, quicker, and improves employee morale.
Limitations: Can lead to stagnation and limits fresh ideas. External Sources
(Online Job Portals, social media, Agencies, Campus Recruitment, Ads, Gig
Economy) Online Portals (LinkedIn, Indeed) provide a vast talent pool but
have high filtering costs. Social Media is effective in employer branding but
requires expertise. Freelancing Platforms (Upwork, Fiverr) offer flexibility but
lack long-term commitment.

3. AI in Recruitment – Friend or Foe? Chatbots & AI-powered tools enhance

candidate engagement and streamline hiring. Predictive Analytics helps
forecast candidate engagement and suitability. Automated Screening tools
like HireVue analyze facial expressions and voice tone.AI Bias Concerns: If AI
systems are trained on biased data, they may reinforce inequalities.

4. Video Curriculum Vitae (VCV) & AI-Powered Hiring-Slow Hiring

Consequences: Delayed recruitment affects business productivity. Video
Interviews & AI streamline hiring while reducing bias. Adoption by Global
Brands: Companies like Unilever, PwC, and Japan Tobacco use AI-powered
hiring tools. AI-based Talent Matching (e.g., Eightfold AI, Pymetrics) evaluates
candidates based on skills, behavior, and cognitive traits.

5. Case Study: TCS Hiring Fraud (June 2023)-Issue: Senior employees in TCS's
Resource Management Group (RMG) colluded with staffing agencies to
accept bribes (~$12 million) in exchange for hiring contracts. Discovery: A
whistleblower complaint led to an internal investigation.Outcome:16
employees were fired for ethical violations. 6 staffing firms blacklisted from
future contracts. Reputation Damage: TCS faced scrutiny for failing to
prevent internal misconduct. Key Learning: Ethical hiring practices and AI-
powered fraud detection are essential for avoiding such issues.

6. The Search for Skills: Knowledge Stars & Innovation (Harvard Business
Review, 2018) Knowledge Stars: Exceptional employees with unique
problem-solving abilities are essential for business innovation. Challenges in
Traditional Hiring: Reactive hiring fails to meet modern talent demands. HR
processes are inefficient and misaligned with business needs.

Solutions: Proactive Recruitment: Build talent pipelines before job openings

arise. Collaborative Hiring: HR should work closely with line managers.
Participative Management: Employees should have a say in decision-making
to retain top talent.

7. Benefits & Challenges of AI in Hiring -Benefits 1.Efficiency: Automates

tasks like resume screening.2.Fairness: Data-driven insights reduce
bias.3.Scalability: Can process thousands of applications quickly.

Challenges-Bias in AI Models: AI may perpetuate biases from historical data.

Privacy Issues: Storing and analysing personal data raises concerns.
Lack of Human Intuition: AI cannot fully assess cultural fit and soft skills.

Final Takeaways
AI is transforming recruitment but must be ethically implemented to ensure
fairness. Organizations must balance automation with human judgment for
effective hiring. Diversity, Sustainability, and Transparency should be core
recruitment goals. Case studies like TCS fraud highlight the need for ethical
hiring and AI-powered fraud detection. Proactive recruitment and talent
pipelines give companies a competitive advantage.

PPT-4Key Points, Takeaways, and Case Study Approaches from HRM 4

Presentation--This presentation covers honesty testing, screening
techniques, employee termination procedures, and personnel testing. It
includes case studies and experiential exercises to enhance HR decision-
making.

Key Points1. Case: Carter Cleaning Company – A Case of Honesty

Testing-:Advantages of Regular Honesty Tests1.Prevents Theft: Reduces
internal losses by discouraging dishonest behavior.2.Builds Trust: Encourages
a culture of integrity.3.Improves Hiring: Identifies ethical candidates with low
theft risk.

Disadvantages1.Employee Distrust: May lower morale and

engagement.2.Privacy Concerns: Perceived as intrusive.3.False Positives:
Can wrongly label honest employees as dishonest.4.High Costs: Time-
consuming and expensive to implement.

Key point 2. Other Screening Techniques for Identifying Theft- & Turnover-
Prone Employees Behavioural Interviews: Assess responses to ethical
dilemmas. Background Checks: Verify criminal, credit, and employment
history. Reference Checks: Gain insight into integrity and past behaviour.
Simulations & Ethical Scenarios: Test real-life responses to theft situations.
Predictive Analytics: Use HR software to detect behavior patterns.

Key point3. Termination Procedures for Employees Caught Stealing -Collect

Evidence: CCTV footage, records, or witnesses. Follow Company Policy:
Disciplinary procedures must be clear. Conduct Private Meeting: Explain
termination with facts, not emotions. Recover Company Assets: Ensure
return of keys, IDs, or devices. Legal Action (if necessary): Based on the
severity of theft. Reference Calls About Terminated Employees Provide
Neutral, Factual Information: Job title, dates, and role details only. Avoid
Defamation: Do not disclose unproven allegations. Standardized Responses:
Use consistent company-approved language.

Key point4. Experiential Exercise: Test for Airline Ticketing Assistant -

Purpose: Create a test to evaluate candidates for an airline reservation clerk
role. Key Job Responsibilities
Customer Interaction: Assist with booking, flight schedules, and itinerary
changes. Information Retrieval: Navigate airline systems for flight details.
Customer Service Skills: Must be courteous and clear in communication.
Problem-Solving: Offer alternative flight solutions when necessary.
Efficiency & Speed: Minimize customer wait times and maintain operational
efficiency.
Takeaways
Honesty tests can help reduce workplace theft but must be balanced with
employee trust and privacy.
A combination of screening methods (background checks, interviews, and
analytics) is ideal for identifying high-risk employees.
Proper termination procedures, including clear policies and factual reference
calls, reduce legal risks.
Job-specific personnel tests ensure candidates meet required competencies,
improving hiring efficiency.

PPT-5
Key Points, Takeaways, and Case Study Approach from HRM 5 Presentation
This presentation focuses on Learning & Development (L&D), training
models, case studies, upskilling, reskilling, and competency frameworks to
enhance workforce capability and business success.
Key Points 1. Learning & Development (L&D) Overview
Definition: L&D involves strategies and programs to enhance employees'
knowledge, skills, and abilities (KSA) for current and future job demands.
Learning: Focuses on acquiring new knowledge. Development: Emphasizes
long-term employee growth and career advancement.
Components of L&D
1. Training & Education – Structured programs for skill-building.
2. Development Programs – Long-term career-focused initiatives. (Example:
GE’s Crotonville leadership programs)
3. Mentoring & Coaching – One-on-one guidance from experienced
professionals.
4. Succession Planning – Identifying and training future leaders.

2. Dave Ulrich’s Perspective on L&D

Strategic Alignment – L&D must align with business goals, like a GPS guiding
employees toward company objectives.
Capability Building – Training should strengthen organizational skills (e.g.,
agility, innovation).
Return on Learning (ROL) – Training effectiveness should be measured in
terms of customer satisfaction and employee performance.
Employee Empowerment – Learning equips employees with adaptability and
resilience.
Technology & Personalization – AI, e-learning, and personalized training
journeys enhance L&D.
3. High Leverage Learning (HLL)--Training should align with business
objectives for high impact.
Immersive Learning Process: Learn It → Try It → Do It (Example: AI-driven
simulations for managers to enhance decision-making.)
4. Case Study: IBM’s Sales Training Transformation
Problem: IBM’s sales approach was product-centric instead of customer-
centric.
Solution: Shifted training focus to consultative selling using customer data.
Outcome: 20% increase in sales effectiveness.
Higher customer satisfaction within the first year.
Key Takeaway: Aligning training with business strategy maximizes impact.

5. Upskilling & Reskilling – Future Workforce Readiness

Digital Transformation → Skill Gaps
McKinsey Survey: 44% of companies expect major skill gaps in 5 years. 43%
already face skill shortages.
World Economic Forum (2020): By 2025, AI & automation will displace 85
million jobs. But 97 million new roles will emerge. Example: Accenture
invests $900,000 annually for employee reskilling.
Case Study: Great Resignation & Baby Boomers Reskilling-Companies
struggle to retain younger talent (Gen Z & Millennials). Investing in Baby
Boomer reskilling helps retain experienced employees.

6. Learning Models – Evaluating Training Effectiveness Kirkpatrick Model

(Traditional Approach)1. Reaction – Participant satisfaction.2. Learning –
Knowledge gained. 3. Behaviour – Application in the workplace.
4. Results – Impact on business goals.
70-20-10 Model (Training & Employee Development) 70% from on-the-job
experiences. 20% from coaching & mentoring. 10% from formal education.
Agile Learning Models (Faster, Iterative Approach)
Successive Approximation Model (SAM): Rapid prototyping & feedback loops.
Software-as-a-Service (SaaS): Scalable, cloud-based training platforms (e.g.,
Coursera, Udemy, Skillsoft).
Agile Training: Continuous improvement through iterative learning cycles.

7. Competency Framework & Case Study – NASA

Competency Model: Identifies key skills, leadership abilities, and technical
expertise.
NASA’s Sunita Williams & Boeing’s Starliner Challenges:
Technical Skills: ISS operations, problem-solving during mission delays.
Behavioral Skills: Adaptability, resilience, teamwork.
Boeing’s Weaknesses: Poor system integration, project management failures.
Takeaway: A strong competency framework is essential for success in high-
risk industries.

8. 360-Degree Feedback for Employee Development-

Multi-rater feedback from managers, peers, subordinates, and customers.
Uses: Leadership development. Role transitions. Team dynamics
improvement.
Challenges: Time-consuming. Potential for bias. Negative impact on morale if
not handled correctly.

Steps to Design a 360-Degree Feedback Program -1. Define objectives

(leadership growth, skill assessment). 2. Secure leadership buy-in 3. Develop
rating tools (mix of quantitative and qualitative questions).4. Pilot test before
full rollout.5. Provide coaching for feedback interpretation.

9. C.K. Prahalad’s Bottom of the Pyramid (BoP) & L&D BoP Framework:
Companies can create value by empowering low-income communities
through training. Examples: Unilever’s Project Shakti – Trained
rural women as micro-entrepreneurs. Danone – Developed low-cost
nutrition solutions for underserved markets. Vodafone’s M-Pesa –
Educated users on mobile banking.

Takeaways -1. Strategic L&D aligns with business objectives and enhances
workforce capability. 2. AI, digital tools, and personalization transform
modern learning approaches. 3. Upskilling & reskilling are essential for future
job security amid automation. 4. A competency framework ensures
employees develop both technical and behavioural skills. 5. 360-degree
feedback provides valuable insights but must be carefully managed.
6. Organizations should invest in learning models that focus on real-world
applications. 7. Training must be inclusive, helping employees at all levels,
including underrepresented groups.

Case Study Approach-IBM Sales Training Transformation Objective: Increase

sales effectiveness by shifting from product-centric to customer-centric
selling. Approach: Restructured training programs to focus on
consultative selling. Used customer data & analytics for decision-making.

Outcome: 20% increase in sales performance. Higher customer satisfaction

within a year.

Learning: Aligning L&D with business goals ensures measurable success.

NASA’s Competency Model (Sunita Williams & Boeing Starliner Challenges)

Objective: Assess the competency gaps affecting NASA and Boeing’s space
missions. Approach: Evaluated technical and behavioural
competencies of astronauts. Identified Boeing’s system integration failures.

Outcome: NASA improved team training and mission planning. Boeing faced
setbacks due to poor project management. Learning: A strong competency
model ensures mission success and prevents failures.
PPT-6

Key Points, Takeaways, and Case Study Approach from HRM 6

Presentation This presentation focuses on change management
models, organizational transformation, and workforce adaptability
with real-world case studies illustrating successful implementation
of change initiatives.

Key Points 1. Change Models – An Overview Change models provide

structured frameworks to help organizations transition effectively. They
address three key phases:

o Preparation – Creating awareness and readiness.

o Implementation – Executing change while managing resistance.
o Sustainability – Reinforcing and embedding change into the
company culture.
 2. Change Management & Its Importance Definition: The structured
process of implementing and sustaining change while minimizing
disruptions. Benefits: Enhances adaptability to new
technology and market shifts. Reduces risks of project failure. Improves
employee morale.

3. Change Models & Case Studies A. Kotter’s 8-Step Model – Microsoft’s

Digital Transformation

Challenge: Microsoft was losing ground in the tech industry.

Solution: Leadership training to promote a growth mindset.

Skill-building in cloud computing, AI, and data analysis. Continuous learning
culture with reinforcement strategies.

Outcome: Became a leading cloud service provider, significantly increasing

market value.

B. Lewin’s Change Model – Starbucks’ Customer-Centric Revamp Challenge:

Declining customer satisfaction in the late 2000s. Solution:

Unfreeze: Closed stores temporarily to train baristas on customer service.

Change: Introduced new training modules focused on customer connection.
Refreeze: Reinforced a service-first culture by tying employee success to
customer satisfaction. Outcome: Restored brand reputation and increased
customer loyalty.

C. McKinsey’s 7S Model – Tim Cook’s Leadership at Apple

Challenge: Needed to maintain Apple’s innovation and efficiency after Steve
Jobs.

Solution: Focused on aligning structure, strategy, and shared values with

Apple’s vision. Strengthened collaboration and product development.

Outcome: Apple sustained innovation and profitability under Cook’s

leadership.

D. ADKAR Change Model – LEGO’s Business Turnaround

Challenge: LEGO was near bankruptcy in the early 2000s due to over-
expansion into unrelated products.

Solution: Awareness: Recognized need to focus on core strengths. Desire:

Leadership and employees committed to product innovation. Knowledge:
Conducted market research to understand customer preferences. Ability:
Invested in employee training and operations.

Reinforcement: Expanded into digital experiences and the LEGO Movie

franchise.

Outcome: Financial revival, brand resurgence, and expansion into new

markets.

E. Spotify’s Tribe Model – Agile Change for Innovation

Challenge: Managing growth and scalability while maintaining innovation.

Solution: Developed autonomous squads to work on different aspects of the

product.

Encouraged collaboration and flexibility through agile methods.

Outcome: Efficient scaling and rapid innovation, making Spotify a global

leader in music streaming.

4. Workforce Adaptability & Change Fatigue Statistics on Employee

Resistance to Change: 40% of employees feel anxious about change. Only
16% feel happy about change. 80% experience “cultural tensions” during
transitions.

Why Change Initiatives Fail: 70% failure rate for change initiatives.
Organizations that involve employees in change planning have a 12% higher
success rate. Only 43% of companies effectively manage change today
(down from 60% in 2019).

5. Takeaways

1. Successful change management requires a structured model like Kotter’s,

Lewin’s, or ADKAR to guide transitions.2. Leadership plays a crucial role in
fostering a growth mindset and ensuring change is embraced at all levels. 3.
Training and skill development are critical to making change sustainable. 4.
Workforce adaptability is key organizations should address employee
concerns to reduce resistance and burnout. 5. Digital transformation and
innovation require agility—companies like Microsoft, Apple, and Spotify thrive
by adopting flexible change models. 6. Continuous reinforcement ensures
long-term success—as seen in LEGO and Starbucks’ transformations.

Case Study Approach Microsoft’s Digital Transformation

Objective: Shift from legacy products to cloud computing & AI.

Approach: Leadership development for growth mindset. Employee upskilling

in data and AI. Continuous learning culture through reinforcement programs.

Outcome: Became a market leader in cloud computing, boosting revenue

and market value.

LEGO’s Turnaround Using ADKAR Model

Objective: Refocus on core strengths after near bankruptcy.

Approach: Customer research to identify preferences. Employee training to

enhance creativity and operations. Strategic partnerships to expand digital
offerings.

Outcome: Financial recovery, expansion into movies, video games, and

digital experiences.

Starbucks’ Cultural Revamp with Lewin’s Model Objective: Restore customer

trust and service quality.

Approach: Re-trained employees in customer service. Reinforced a service-

first culture.

Outcome: Increased customer satisfaction

Key Points 1. Change Models – An Overview Change models provide
structured frameworks to help organizations transition effectively.

They address three key phases: 1. Preparation – Creating awareness and

readiness. 2. Implementation – Executing change while
managing resistance. 3. Sustainability – Reinforcing and embedding change
into the company culture.

2. Change Management & Its Importance Definition: The structured process

of implementing and sustaining change while minimizing disruptions.
Benefits: Enhances adaptability to new technology and market shifts.
Reduces risks of project failure. Improves employee morale.

3. Change Models & Case Studies A. Kotter’s 8-Step Model – Microsoft’s

Digital Transformation Challenge: Microsoft was losing ground in the tech
industry. Solution: Leadership training to promote a growth
mindset. Skill-building in cloud computing, AI, and data analysis. Continuous
learning culture with reinforcement strategies.

Outcome: Became a leading cloud service provider, significantly increasing

market value.

B. Lewin’s Change Model – Starbucks’ Customer-Centric Revamp Challenge:

Declining customer satisfaction in the late 2000s.

Solution: Unfreeze: Closed stores temporarily to train baristas on customer

service. Change: Introduced new training modules focused on customer
connection.

Refreeze: Reinforced a service-first culture by tying employee success to

customer satisfaction. Outcome: Restored brand reputation and increased
customer loyalty.

C. McKinsey’s 7S Model – Tim Cook’s Leadership at Apple

Challenge: Needed to maintain Apple’s innovation and efficiency after Steve
Jobs. Solution: Focused on aligning structure, strategy, and shared values
with Apple’s vision. Strengthened collaboration and product development.

Outcome: Apple sustained innovation and profitability under Cook’s

leadership.

D. ADKAR Change Model – LEGO’s Business Turnaround Challenge: LEGO

was near bankruptcy in the early 2000s due to over-expansion into unrelated
products. Solution: Awareness: Recognized need to focus on core
strengths. Desire: Leadership and employees committed to product
innovation. Knowledge: Conducted market research to understand customer
preferences. Ability: Invested in employee training and operations.
Reinforcement: Expanded into digital experiences and the LEGO Movie
franchise.

Outcome: Financial revival, brand resurgence, and expansion into new

markets.

E. Spotify’s Tribe Model – Agile Change for Innovation Challenge: Managing

growth and scalability while maintaining innovation.
Solution: Developed autonomous squads to work on different aspects of the
product. Encouraged collaboration and flexibility through agile methods.

Outcome: Efficient scaling and rapid innovation, making Spotify a global

leader in music streaming.

4. Workforce Adaptability & Change Fatigue Statistics on Employee

Resistance to Change:40% of employees feel anxious about change. Only
16% feel happy about change.80% experience “cultural tensions” during
transitions.

Why Change Initiatives Fail: 70% failure rate for change initiatives.
Organizations that involve employees in change planning have a 12% higher
success rate. Only 43% of companies effectively manage change today
(down from 60% in 2019).

5. Takeaways

1. Successful change management requires a structured model like Kotter’s,

Lewin’s, or ADKAR to guide transitions.2. Leadership plays a crucial role in
fostering a growth mindset and ensuring change is embraced at all levels. 3.
Training and skill development are critical to making change sustainable.4.
Workforce adaptability is key organizations should address employee
concerns to reduce resistance and burnout. 5. Digital transformation and
innovation require agility—companies like Microsoft, Apple, and Spotify thrive
by adopting flexible change models. 6. Continuous reinforcement ensures
long-term success—as seen in LEGO and Starbucks’ transformations.

Case Study Approach-Microsoft’s Digital Transformation

Objective: Shift from legacy products to cloud computing & AI.

Approach: Leadership development for growth mindset. Employee upskilling
in data and AI. Continuous learning culture through reinforcement programs.
Outcome: Became a market leader in cloud computing, boosting revenue
and market value.
LEGO’s Turnaround Using ADKAR Model
Objective: Refocus on core strengths after near bankruptcy.
Approach: Customer research to identify preferences. Employee training to
enhance creativity and operations. Strategic partnerships to expand digital
offerings.

Outcome: Financial recovery, expansion into movies, video games, and

digital experiences.

Starbucks’ Cultural Revamp with Lewin’s Model

Objective: Restore customer trust and service quality.

Approach: Re-trained employees in customer service. Reinforced a service-

first culture.

Outcome: Increased customer satisfaction and revenue growth.

PPT-7

Key Points, Takeaways, and Case Study Approach from HRM 7 Presentations
These presentations cover performance reviews, the future of learning &
development, AI’s impact on the workforce, and fraud prevention in banking.

Key Points
1. The Performance Review Dilemma (Case: Maya at Stellar Tech Solutions)
Background: Maya, a marketing professional, expected high ratings in her
performance review but received a mediocre rating from her manager, Raj.

Reasons for Misalignment:

Raj (Manager): Focused on structured work, quantitative metrics, and was
under stress.
Maya (Employee): Assumed her efforts were self-evident, did not document
achievements well.
Situational Factors: Company culture prioritizing numbers rushed review
meeting, and past conflicts.

Key Takeaways
1. Performance reviews can be influenced by manager biases, workload, and
company culture.
2. Employees should document and communicate achievements effectively.
3. Organizations should ensure fair and structured review processes.

2. Future of Learning & Development (L&D)

Holographic Professors in Education
Advantages: Makes complex subjects engaging, supports flipped classrooms,
and provides personalized learning.
Ethical Concerns: Digital divide, content quality variation, and reduced
human interaction.
Best Use: Works best as a supplementary tool rather than a replacement for
educators.
Technology Trends & Skills Evolution (McKinsey 2024 Report)
AI & Automation:
By 2030, 375 million workers may need to switch occupations due to
automation.
Demand for emotional intelligence, leadership, and communication skills is
rising.
AI and collaborative robots (COBOTS) are transforming workplaces.
New Learning Approaches
Blended Learning: Combining online and in-person training.
Self-Directed Learning: Employees take ownership of their development (e.g.,
Google’s 80/20 rule).
Gamification & Microlearning: Engaging employees with bite-sized learning
and simulations.
Skill Portfolios: Employees will build transferable skill sets instead of
following rigid career paths.

Key Takeaways
1. Future workforces must balance technical and soft skills (emotional
intelligence, leadership).
2. Organizations should integrate AI, gamification, and continuous learning.
3. Employees must adapt to the “skill economy” by building diverse learning
portfolios.

3. AI & Fraud Prevention in Banking (Deloitte 2024 Report)

Generative AI Risks in Financial Fraud
Deepfake Technology: AI-generated content makes fraud harder to detect.
Example (2024): A Hong Kong employee transferred $25 million to fraudsters
using deepfake video calls.
Projected Losses:
US fraud losses may reach $40 billion by 2027 (up from $12.3 billion in
2023).
AI-powered business email fraud could cost $11.5 billion annually by 2027.
Key Takeaways
1. AI is both a security threat and a tool for fraud detection.
2. Banks need to combine AI solutions with human oversight.
3. Raising consumer awareness is crucial to preventing fraud.

Case Study Approach

1. Performance Review Case – Maya & Raj
Objective: Understand how biases and company culture impact evaluations.
Approach:
Identify perception gaps between managers and employees.
Analyze the role of communication in performance assessments.
Outcome: Improve review fairness through structured feedback and
employee self-reporting.

2. AI & Fraud Case – Deepfake Banking Scams

Objective: Examine AI’s role in financial fraud.
Approach: Study real cases of AI-powered fraud. Evaluate bank security
measures (AI tools, consumer education).
Outcome: Strengthen fraud detection by integrating AI and human expertise.

3. Future of L&D Case – Skill Economy & AI Training

Objective: Prepare organizations for automation-driven skill shifts.
Approach: Analyze AI’s impact on skill demands. Implement blended
learning, gamification, and microlearning.

Outcome: Build a resilient workforce with adaptable skill sets.

PPT-8
Key Points, Takeaways, and Case Study Approach from HRM 8 Presentation
This presentation focuses on performance management, feedback systems,
biases in evaluation, and crisis-driven employee behavior through real-world
examples.
Key Points
1. The Shift in Performance Management
Traditional performance reviews focus on deficiencies rather than strengths,
leading to demotivation and fear.
Modern performance management aligns employee performance with
business goals and encourages growth.
Google’s OKR System (Objectives & Key Results) fosters goal clarity and
innovation.

Key Components of Performance Management

1. Goal Setting – Clear objectives drive engagement and productivity.
2. Regular Feedback – 96% of employees prefer ongoing feedback rather
than annual reviews.
3. Recognition & Development – Employee appreciation increases retention
by 34% and engagement by 15%.
2. Microsoft’s Secret Performance-Rating System (2023)
Confidential "Impact Descriptors" categorize employees but are not disclosed
to them.
Evaluation Categories:
LITE – Below expectations, lacks growth mindset.
SLITE – Slightly below expectations but willing to improve.
Exceptional Impact – Outstanding performance.
Managers use descriptors for salary and promotion decisions but avoid
explicit ranking labels.
Key Takeaways
1. Hidden evaluation systems create transparency concerns for employees.
2. Companies prefer flexible evaluation models over rigid ranking systems.
3. Frequent feedback and open conversations reduce bias in appraisals.

3. Common Biases in Performance Reviews

Recency Bias – Focusing on recent events rather than long-term
performance.
Halo/Horns Effect – One strong trait overshadows other attributes.
Central Tendency Bias – Avoiding extreme ratings and placing all employees
in the middle.
Idiosyncratic Rater Bias – Managers rating others based on personal
strengths/weaknesses rather than objective measures.
Key Takeaways
1. Training managers on unconscious bias improves fairness in evaluations.
2. Objective, behavior-based models like SBI (Situation-Behavior-Impact)
reduce bias.
3. Organizations should prioritize continuous feedback instead of one-time
reviews.

4. The Taj Hotel Crisis – A Lesson in Ethical Leadership

Mumbai Terror Attacks (2008): Employees at the Taj Mahal Palace Hotel
risked their lives to protect guests rather than fleeing. Extraordinary Stories
of Sacrifice: Kitchen staff formed a human shield to evacuate guests.
Telephone operators returned after evacuation to guide guests on safety
measures. General Manager Karambir Singh Kang continued helping guests
despite losing his wife and children in the attack.

Key Takeaways
1. Selflessness and ethical behavior in crisis reflect strong organizational
culture.
2. Training programs should emphasize crisis management, leadership, and
empathy.
3. Performance management should include intangible qualities like
resilience and teamwork.
5. Feedback Models & Best Practices

Key Takeaways
1. Honest, well-structured feedback improves performance and engagement.
2. Managers should balance empathy with constructive criticism.
3. Using models like SBI ensures clarity and avoids personal judgment.
Case Study Approach
1. Microsoft’s Secret Performance Ratings
Objective: Assess the impact of undisclosed employee ratings.
Approach: Evaluate fairness and transparency in appraisals. Examine
employee motivation under hidden ranking systems.
Outcome: Organizations should prioritize open feedback and communication
for better engagement.

2. The Taj Hotel Crisis – Ethical Employee Behavior

Objective: Analyze why employees prioritized guest safety over self-
preservation.
Approach: Study Taj’s training culture and leadership development.
Examine the role of employee values and company mission.
Outcome: Ethical leadership training ensures employee preparedness in
crisis situations.

3. Performance Review Bias & Feedback Models

Objective: Reduce bias in employee evaluations.
Approach: Implement structured feedback models (SBI, Radical Candor).
Train managers to recognize and counteract unconscious biases.

Outcome: Creates fair, growth-oriented performance management.

PPT-9
Key Points, Takeaways, and Case Study Approach from HRM 9 Presentation
This presentation focuses on talent management, employee retention,
multigenerational workforce challenges, and strategies for attracting,
developing, and retaining talent.
Key Points

1. Talent Management & Its Importance

Definition: Talent management includes all HR strategies to attract, develop,
motivate, and retain high-performing employees.
Core Elements:
Talent Pipeline: A pool of internal and external candidates ready to fill key
roles.
Recruitment & Selection: Use of AI-powered Applicant Tracking Systems (ATS)
(e.g., BambooHR, Workable).
Development & Retention: Onboarding, mentorship, training, and
competitive compensation keep employees engaged. Succession Planning:
Identifying and preparing future leaders to ensure business continuity.

2. The AARRR Model – Talent Lifecycle

Acquisition: Attracting and sourcing the best talent.
Activation: Onboarding and integrating employees into the organization.
Revenue: Maximizing employee productivity and contribution.
Referral: Using existing employees to recommend and recruit new talent.
Retention: Keeping top talent by offering career growth, meaningful work,
and a positive environment.
Key Takeaways
1. Strategic talent management enhances employee retention and
productivity.
2. AI-powered recruitment streamlines hiring but should be balanced with
human judgment.
3. Succession planning reduces leadership gaps and business risks.

3. The Great Resignation & Upskilling Baby Boomers

Problem: The Great Resignation led to companies struggling with talent
shortages.
Solution: Investing in older employees (Baby Boomers) through reskilling and
upskilling.
Findings (Harvard Business Review, 2020): Companies spent $165 billion on
training & development.
Retaining & reskilling older workers is more cost-effective than hiring new
employees.

Key Takeaways
1. Older employees should be seen as assets, not liabilities, in workforce
planning.
2. Upskilling boosts retention, engagement, and workforce diversity.
3. Aging workforce strategies should focus on adaptability and knowledge-
sharing.

4. The Narayana Murthy Workweek Controversy (70-Hour Work

Week)
Murthy's advocacy for long working hours contradicts modern talent
management trends.
Negative Consequences: Employee burnout and disengagement. Decreased
productivity due to fatigue. Poor work-life balance leading to higher turnover.
Modern Approach: Companies now prioritize efficiency, well-being, and
flexible work arrangements.
Key Takeaways
1. Longer work hours do not guarantee higher productivity.
2. Talent retention depends on balancing work-life expectations.
3. Organizations should focus on results and efficiency rather than excessive
working hours.

5. Employee Retention Strategies – Retention Bonus & Engagement

Retention Bonus Agreement: A one-time financial incentive to retain key
employees during mergers, acquisitions, or restructuring. Defines bonus
amount, duration, and payment terms.
Retention Letter: Used to reassure employees of job security and encourage
commitment.
Prevents talent loss during organizational changes.

Key Takeaways
1. Financial incentives help retain employees but should be combined with
long-term engagement strategies.
2. Transparent communication during transitions boosts employee trust and
morale.
3. Retention efforts must focus on career development, work culture, and
well-being.

6. Managing a Multigenerational Workforce Challenges of Different

Generations in the Workplace:
Baby Boomers (1946–1964) – Value loyalty and hierarchy.
Gen X (1965–1980) – Prefer independence and work-life balance.
Millennials (1981–1996) – Seek purpose-driven work and continuous
feedback.
Gen Z (1997–Present) – Prioritize technology, flexibility, and fast career
progression.
Common Stereotypes:
Boomers = Resistant to change.
Millennials = Entitled and job-hoppers.
Gen Z = Overly dependent on technology.

Strategies for Managing Generational Differences

1. Open Dialogue – Encourage communication and knowledge sharing.

2. Cross-Generational Collaboration – Mentorship programs pairing younger
employees with senior professionals.
3. Flexible Work Arrangements – Allow remote work and adaptable
schedules.
4. Inclusive Leadership – Reward contributions based on skills, not age.

Key Takeaways
1. A diverse workforce boosts creativity and innovation.
2. Leaders should focus on strengths, not generational biases.
3. Flexible work models help accommodate different work preferences.

Case Study Approach

1. Case: The Great Resignation & Upskilling Older Employees

Objective: Retaining experienced employees through upskilling.

Approach: Implement structured training programs for Baby Boomers.
Offer mentorship roles where senior employees share knowledge.
Outcome: Improved workforce engagement, diversity, and long-term cost
savings.

2. Case: Microsoft’s Hidden Performance Ratings & Employee Retention

Objective: Examining how hidden ranking systems affect motivation.
Approach: Compare open feedback models vs. confidential performance
evaluations.
Assess employee engagement levels in transparency-driven vs. opaque
organizations.
Outcome: Transparency in performance reviews enhances trust and
retention.

3. Case: Multigenerational Workforce & Talent Management

Objective: Managing generational differences for a more cohesive work
environment.
Approach: Study communication gaps and work preferences across
generations.
Implement cross-generational mentoring and flexible work policies.
Outcome: A collaborative engaged workforce with reduced conflicts and
improved productivity.

PPT-10
Here’s a structured breakdown of key points and takeaways along with a
case approach based on Human Resource Management (HRM):

Key Points & Takeaways in HRM

Strategic HRM: Aligning HR policies with business goals.
Workforce planning and talent management.
Employer branding for attracting top talent.

Recruitment & Selection: Job analysis and designing job descriptions.

Effective sourcing channels (internal vs. external hiring).
Structured interview techniques and assessment tools.

Employee Training & Development: Upskilling and reskilling employees.

Leadership development programs.
ROI of training initiatives.

Performance Management: Setting SMART goals and KPIs.

Continuous feedback and performance appraisals.
Reward and recognition strategies.

Compensation & Benefits: Competitive salary structures.

Incentive and bonus programs.
Non-monetary benefits (work-life balance, wellness programs).
Employee Engagement & Retention: Creating a positive work culture.
Reducing turnover through motivation strategies.
Employee surveys and feedback loops.

Diversity & Inclusion: Policies promoting an inclusive workforce.

Addressing unconscious bias in hiring and promotions.
Building Employee Resource Groups (ERGs).

HR Technology & Analytics: Use of HRIS (Human Resource Information

System).
AI and automation in recruitment.
Predictive analytics for workforce planning.

Legal & Ethical Considerations: Compliance with labour laws.

Managing workplace conflicts and grievances.
Ensuring fair treatment and equal opportunities.

Future Trends in HRM: Remote and hybrid work models.

The gig economy and flexible work arrangements.
AI-driven HR solutions.

Case Approach in HRM

A structured case approach for HRM problem-solving typically follows these
steps:
Case Identification & Background: Understand the HR challenge faced by
the organization. Identify the key stakeholders affected.
Problem Diagnosis: Analyze data and root causes. Conduct employee
feedback and surveys if applicable.
Proposed Solutions & Strategy: Recommend HR interventions (e.g.,
revised hiring strategy, new training programs). Align solutions with business
objectives.
Implementation Plan: Step-by-step execution roadmap. Resource
allocation and timeline.
Monitoring & Evaluation: Measure effectiveness through KPIs.
Adapt strategies based on real-time feedback.

PPT-11
reviewed "hrm 11.pdf." Here are the key points, takeaways, and the case
approach:
Key Points:
1. Human Resource Strategy Alignment – The document emphasizes the
importance of aligning HR strategies with overall business goals to enhance
organizational performance.
2. Employee Engagement and Retention – Discusses strategies to improve
employee satisfaction, motivation, and retention through benefits, training,
and career development.
3. Talent Management – Covers recruitment, selection, and development of
employees to build a competitive workforce.
4. Performance Management – Focuses on evaluation methods, feedback
mechanisms, and performance improvement strategies.
5. Workplace Diversity and Inclusion – Highlights the role of diverse work
environments in fostering innovation and collaboration.
6. HR Technology and Automation – Discusses the impact of digital tools and
AI on streamlining HR functions.
7. Legal and Ethical Considerations – Covers employment laws, ethical
dilemmas, and HR compliance measures.
8. Change Management – Provides insights into handling organizational
change and HR’s role in smooth transitions.

Takeaways:
HR as a Strategic Partner – Modern HR functions go beyond administration;
they actively contribute to business growth.

Employee-Centric Policies Lead to Success – Companies with strong HR

policies see better productivity and loyalty. Technology is Transforming HR –
AI and data analytics are essential for decision-making.
Diversity is a Strength – Inclusive workplaces drive better business
outcomes. Adaptability is Key – HR must evolve with changing business
needs and workforce expectations.

Case Approach:
Problem Identification: Analysing HR challenges within an organization (e.g.,
high turnover, lack of engagement).
Strategic Planning: Developing HR initiatives that align with business goals.
Implementation: Applying HR solutions such as training programs, employee
wellness initiatives, or technological integrations.
Evaluation & Feedback: Measuring the effectiveness of HR strategies and
making necessary improvements.

PPPT-12 and 13

The documents "hrm 12.pdf" and "hrm 13.pdf" contain multiple caselets and
HRM-related content. Here is a summary of their contents and key highlights:
Summary of "hrm 12.pdf"
1. Caselets on HRM
Employee Retention Strategies: Focuses on reducing attrition through better
benefits and career growth opportunities.
Performance Management Systems: Discusses the importance of structured
performance evaluations.
Workplace Diversity & Inclusion: Highlights the role of unbiased hiring and
inclusive policies.
Leadership & Organizational Change: Covers leadership challenges in
restructuring organizations.
Employee Motivation & Job Satisfaction: Explores incentives and recognition
programs for employee engagement.
2. HRM Best Practices
Recruitment & Selection: Importance of aligning hiring with organizational
goals.
Training & Development: Upskilling employees for career progression.
Compensation & Benefits: Competitive salaries and non-monetary incentives.
Employee Engagement Strategies: How culture and communication improve
performance.

Summary of "hrm 13.pdf"

1. Strategic HRM Approaches
HR Planning: Aligning HR strategy with business objectives.
Talent Acquisition & Management: Hiring the right talent and retaining them.
HR Analytics: Using data to drive HR decisions.

2. Employee Relations & Labor Laws

Workplace Ethics: Policies to maintain ethical conduct.
Conflict Resolution: Handling disputes through mediation.
Legal Compliance: Ensuring adherence to labor laws.

3. Emerging Trends in HRM

Remote Work & Digital HR: Impact of technology on HR functions.
AI & Automation in HR: How AI is revolutionizing recruitment and employee
engagement.

Key Highlights from Both Documents

HRM plays a strategic role in business success.
Employee retention and engagement are crucial for productivity.
Diversity and inclusion drive innovation.
Leadership and organizational change must be managed effectively.
Technology and data-driven HR strategies are shaping the future of HRM.