BY

Nandhini
 ● RAGHU NARANG is the CEO of DANISH INTERNATIONAL COMPANY.
● SHAMEEM NAQIB is the company counseller.
● The attitude of the CEO.
● The work culture at Danish International.
● The two mergers that have happened and how they could impact the apathy.
● The clarity/non clarity of ob roles in the organisation

.
1) What is the management decision problem that Shameen is likely to narrate to
Raghu Narang?
ANS
➔ The Problems are listed below :
 Under utilization of talent
 Responsibility given only to few people.
 New Entrant not aware about their Job Roles.
 No proper Performance Appraisal and Job evaluation
 Lack of Motivation
 No Proper Job Fit-Employees were not given Role as per their strengths
and weakness.
 Absence of Formal Communication
 No Induction and Exit Interviews
 Instability in business nature.
 Lack of Proper HR policy
 Misplaces aggression and bringing personal problems at work place.
 Blind Faith and superstition.
2) Convert and formulate it into a research problem and state the objectives of your
study. Can you suggest a theoretical framework about what you propose to study?
ANS
Research Title – Increasing Performance Of Employees Inorder To Have Business
Stability at Danish International.
A] Research Problem

 What are the factors influencing under utilization of talent of

employees at Danish International?
 How is the division of work practised at Danish International?
 How are the Induction procedure conducted and what methods are
used?
 What are the Job evaluation parameters of Danish International?
 To what extent there is de-motivation among employees at Danish
International?
 What steps, precautions should be taken to place the right person
at the right job?
 Is a revival of HR policy needed? If so what should be included in
the modified HR Policy?
 What steps should be taken to bring about stability n the nature of
business?
B] Research Objectives

 To indentify the various factors or causes of under-utilization

of
Employees at DI.
 To formulate appropriate HR policies to improve Job
Satisfaction,
Formal Communication, Induction and Exit Procedure, Stress-
Management, Recruitment, Motivation, Work Atmosphere,
Performance Appraisal and Job Evaluation at DI.
 To identify various options to bring about stability in business
nature
 To measure the extent of non- performing employees at DI and its

impact on its Business.

C] Research Framework
 Need & Significance of the study- to identify the reasons for poor
performance of employees at DI and to suggest means to
overcome their problem
 Problem statement- What are the reasons for poor performance
of
the employees and what steps should be taken to increase the
performance level at DI
 Objectives- To increase performance at DI and bring about
stability in its business operations
 Hypothesis- Employees at DI are talented
 Research methodology- Sampling collection of data though
schedules of Band 3 and Band 2 employees
 SCOPE OF THE STUDY
HR Development areas in an organisation.
Stress management
 LIMITATIONS OF THE STUDY
Deals with only employees at Danish International.
Does not deal with steps to reduce the effect of
blind faith like evil spirits.