group 2 ppt

8/6/2019 group 2 ppt

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By Group:2

Ruchi-Roll No.34Reeti-Roll No. 30Shalini kumari-Roll No.38Shalini- Roll No.37Shrestha-Roll No.42Richa1-Roll No.31

Richa2-Roll No.32


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Sambian Partners was an architecture and engineering firm inChicago.

Founded by PETER GASBARIAN in 1975.

Known for recruiting young talent.

Helen Gasbarian took charge of the company in 1997.


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KEY ISSUES

Star performers were quitting the Job. Reason for attrition was not known. Tom Forsythe,Assistant director ,of commercial design left

the firm for job in the competitor firm,J&N. There was dissatisfaction among the employees.


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CONTINUED

Rumor of Adrienne quitting the job.Adrienne was promoted by Helen to prevent quitting The exodus of star employees was affecting the organizational structure. Helen urges Mary to conduct annual employee survey.Helen and Mary in search of long term solution.


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PROBLEMS

Lack of good leadership support.Eg. Prompting Andrienne. Lack of support structure. Dissatisfaction with the lack of internal career opportunities. Lack of resources to execute their jobs. Communication Gap. Lack of open discussion forum. Feedback taken only by internal management.


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SOLUTIONS

Analyze and reconstruct communication channels. Build companies mission , vision and objectives to promote

emotional bonding to the organization. Market price or average salary difference from the key

competitors. Adding few more long term benefits like ESOP,Stocks. Third party firms for survey for exit interviews. Recruit some experienced executives.


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CONTINUED

Going through feedback from exit interviews. Order a pyramid restructuring process based on the feedback received.

Openly acknowledge the negative feedback comments bygiving quick public acknowledgement and rewards. Promoting the key people and highlighting their achievements. Helen should meet face to face with key employees. Built up a special employee discussion channel Encourage employee feedback suggestions ideas and complains.


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PLANOFACTION

Create emotional bonding among the organization. Third party feedback session.

Helen and Mary management practices should be changed. Potentials should be tapped and rewarded. Openly show the employees how they mitigate the issues. Quickly act on the plans.


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CONTINUED

Leadership model based on the organization and business strategies Recruitment process taking into account leadership competencies. People development(Technical and managerial).

Engage and retention plan. The partnership between human resource and line managers.


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THANK YOU

group 2 ppt

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