black & decker
DESCRIPTION
Case solution for black n decker hrmTRANSCRIPT
Black & DeckerGroup C5
Apurv Toppo| Kshamank Soni| Mayank Sanghani| Saurabh Patel|Shruti Khatri | Sruthi P
About Black & Decker
• World’s largest producer in power tool industry
• Global presence in 109 countries
• Stable range of well-known winning brands
• Cultural differences across geographies
• Non-alignment of philosophies of managers
• Lack of processes in Eastern Hemisphere
Strengths
• Untapped human resources in Asia
• Nascent market in Eastern Hemisphere
• Established competitors in the Eastern Hemisphere
• Poaching of talent in a market with limited talent pool
Weaknesses
Opportunities Threats
Management by Objectives
One on one with the superior
Establishment of objectives
for the following year
Setting of criteria for progress
assessment
Interim/ follow-up meetings
Limitations
• Lack of genuine feedback• Opportunity for personal bias – lack of objectivity• Lack of knowledge on supervisor’s part
Appraisal Development Plan
Rolled out in 1992 in US to overcome limitations of MBO
Feedback from peers
Feedback from subordinates
Self-review by employee
Formal assessment by manager
Response• Quickly embraced by senior management• Preliminary evidence of improvement in performance• Longer but easier evaluation process for managers
Objective and Options
To transform the Eastern Division into a high performance organisation by 2001
Stay on course
Full speed with ADP
Hybrid ADP
Evaluation of Options
High Performance
Cultural Acceptance
Resource Constraints
Time Finance
Stay on course
Full-speed ADP
Hybrid ADP
Recommendation: Hybrid with Modifications
Gradual Rollout • Action plan spanning over 3 years
Top to Bottom Rollout
• Initial roll-out only at top management and phased roll-out at lower hierarchical level.
Orientation Session
• Communication to employees of the benefits and purpose of ADP.
Objective • Feedback by subordinates via anonymous forms with objective questions.
Evidence Based • Feedback by peers has to be with evidence of traits.
Outlier identification • Subjective feedback to be further processed only for outliers.
Mobility • Mobility of staff in different regions to alleviate zone specific problems.
Resolution of Problems via Modifications
SOLUTIONS
PROBLEMS
Gradual Rollout
Top to bottom rollout
Orientationsessions Objective Evidence
Based Outlier
Identification Mobility
Resistance to change ✓ ✓ ✓Anonymity ✓
Lack of candidness ✓ ✓ ✓Aversion to feedback ✓ ✓ ✓
Time ✓ ✓Finance ✓ ✓ ✓
Excessive Competition ✓ ✓ ✓Language Issues ✓ ✓
Modified Hybrid ADP: Action Plan
Orientation to ADP
Self and Superior Review
Peer Review
Feedback on ADP
Subordinate Review
Finalizing ADP
processes
Thank You