The Urgent

order
By:
Adarsh Gopi (H12062)
Aditya Khokar (H12063)
Akanksha Jain (H12064)
Amey Joshi (H12065)
Anabel Benjamin Bara( FH12001)

Situation Analysis
Two sectional units function independent of each other
Separate PMA system for executives and workers
Power equation strongly in favor of union management unable to
effect any meaningful change
Urgent order forces things to a boiling point

Problems:

Lack of spare parts in one section

Zero sum game b/w two sections of the company
Union management conflict brought to fore fistfight

CSFs:
Short Term:
Resolve union management conflict for resuming work
Need to meet customer order at all costs
Long Term:
Reduce imbalance in power equation and provide room for efficient
functioning

Current Performance Management

System
For Executives and
Supervisors
Salary Increments &
Promotions

Performanc
e

Potential
Manageri
al
potential

Technical
potential

Current Performance Management

System
Evaluation consists of Three
Stages
Evaluation carried
out by direct
supervisor

Normalization by management for the

purpose of comparison followed by a
benchmark employee exercise.

Ranking exercise for Remuneration &

Promotions

 Departments performance NOT a criteria in

individual executives performance
evaluation - Highly necessary for the
Executives
Lot of intra-departmental competition due
to relative nature of the ranking Reduced
Co-operation
Lack of employee motivation to improve
themselves on absolute scale Stagnation
of skills
No measure of diferential between two
consecutive performers on the ranking list Ranking for remuneration

For Executives and

Supervisors

Flaws in the system

Flaws in the system

For Workers

PMA

The idle time in the

current setup is
caused primarily due
to inventory
problems and work
flow stoppages which
are out of the control
of the workers
hence unfair to
penalize them on the
same

RECOMMENDATIONS
For Executives and
Supervisors
Use the ranking system only for the promotion
aspect.
Remuneration should be based on absolute
performance
Disadvantage: Might lead to increased costs for the
company due to increased remuneration
Advantages: Will reduce office politics and will help
retain the younger and more talented executives

Include a significant component of the

departmental performance into the PMA
system for executives to ensure coordination
within the group

RECOMMENDATIONS
For Workers
Change definition of idle time to a
diferent one focusing only on worker
related disturbances in work flow
Ensure that the PI is calculated for
both the sections independently
ensuring
no
inter
departmental
rivalry arises

ACTION PLAN
SHORT TERM
Hire a manager having shop floor
experience (IR experience) to work in
place of Mr. Kurien.
Enquiry should be held to look into the
incident
which
happened.
The
committee should also from its
findings,
come
up
with
recommendations on the structure of
a dispute redressal system for the

ACTION PLAN
LONG TERM
A time motion study needs to be conducted.
Based on the results of this study, talks
should
be
held
with
the
union
representatives to come to a consensus on
the standard hours.
A proper communication channel needs to be
established
to
help
management
in
communicating all decisions made at the top
to the union and workers through regular
interactions.
The interdepartmental conflict needs to be
solved by appointing a manager who would

THANK YOU