DHURINA: Best Manager

KRISHI CHANAKYA 2019

SHIKHA THAKUR
IIM INDORE 2018-2020
 MARKET RESEARCH AND INSIGHTS
CAB HIRING COMPANIES HR DECISIONS
Buzz Inc
SAME Buzz Inc Tripp Tech
Tripp Tech GEOGRAPHIC
REGION Employees with certain age limit Diverse team
Others
Maintain youth and dynamic nature Both tech and non tech
SAME
CUSTOMERS Technical No age limit

One Perspective to Problems Wider Talent Pool& Skillset

MARKET SHARE
Limited Improvement in Service Better Services Provided
Buzz Inc Countered the Competition

Technically Employees from Expanding into new

Well- versed same geographic region geographic region
Buzz Inc Tripp Tech
 BUZZ INC
LEVEL OF CONSEQUENCES TRIPP TECH
Low creativity and less perspectives to problems/situation High level of creativity and diverse perspectives to problems

Low motivation and no new energy to drive them for work High motivation and always a newness to drive the employees

Negative conflicts and less control over the employees Positive conflicts leading to high focus on the strengths

Low integration of work Cross training leading to low investment & development of
capabilities and high motivation
Low contribution towards work
High contribution and productivity
Low productivity and efficiency
Ensuring high service to customers
Less concern for company
High level of value creation and capturing the customers
No value creation and capturing of consumer
Competitive advantage and easy to sustain in the business
High competition taking away the market share
 THE STARTEGY
Following are the points need to be changed:

1. Bring Diversity in the human resources i.e. hiring

people from different age group , region and
qualification background

2. Implement impactful training process to make the

employees understand the basic functionality of the
business

3. Grouping the employees into different segment for

example: business development , marketing, HR,
operations and conduct mid reviews to understand the
need of other divisions and maintain flow of
information within organization

4. Performance metrics to be introduced for every level

of employee but also giving flexibility to learn and
create for the business
 PERFORMANCE METRICS
Performance Metrics or evaluation of employees will ensure the following :

1.Behavioural attributes/values (the "how" of performance)

1) Flexibility/adaptability
(2) Communication
(3) Innovation
(4) Risk taking
(5) Technical expertise
(6) Developing others
(7) Teamwork

2. Objectives (the "what" of performance)

(1) Specific
3. Development plan
(2) Measurable
1) Targeted development needs
(3) Attainable
(2) Action plan
(4) Relevant
(3) Target dates
(5) Time-bound
(4) Completion dates
THINGS TO ENSURE

Coordination
among
various
department