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TOP 7 IS OUT!

In no particular order

38, 23, 36, 12, 34, 35, 19

CONGRATULATIONS!

The competition is tough. You better bring all you’ve got tomorrow.

To those of you who didn’t make it, we hope you were able to learn something from this. Don’t give up! :)

Send Rhea (9500047432) a text RIGHT NOW, telling her how much you missed her at the round today.

THIS IS IMPORTANT. DO IT RIGHT NOW.

TOP 10

To all the 20 teams, great job over past 2 days. We loved your hard work and efforts. Keep up the spirit and never be demotivated.

The final battle is about to begin. Be prepared to to give your best.

The Top 10 teams are here. (in no particular order)

51, 34, 12, 19, 36, 38, 35, 23, 20, 43.

IMPORTANT - The top 10 teams need to report to room number 910 Audi Block, First Floor tomorrow morning at 7:30 AM for group task.

Group task points will be included for your individual event so none of you can afford to miss it.

Sleep well, no tasks tonight :)

BOSCA TUCCI

Bosca tucci is a dynamic company that has been operating for over 20 years in the tannery industry for furnishing and shoes manufacturers. The entire production is carried out internally, from wet-blue to the finished goods, and every step taken is subject to strict quality controls. We are therefore able to guarantee a reliable and consistent product, which is in complete respect with the current security and environmental regulations.

A careful selection of the raw materials, coming from all over the world, cutting-edge machineries and a very extended know-how of our employers, allow us to make high value added products. In fact, they export 70% of our production, mainly in Asia and North America.

The performance of the employees is increasing ever since its inception. After every performance appraisal, the productivity of the employees seems to be increasing. Everything in the company seems to be working smoothly.

Due to the efficiency and uniqueness of the performance appraisal system followed by Bosca Tucci, the company has called the HR managers to give a report about the performance appraisal technique followed by them and the HR policies of the company.

TASK -

1) Give the performance appraisal scheme followed by your company. Keeping in mind that this appraisal system is very unique and efficient.

2) Give details about the proper working of the system.

3) Come up with new hr policies for the company in accordance to the laws in italy.

SUBMISSION GUIDELINES –

1) Hard copy of the report to be submitted by 9:00am to any of the event heads.

2) Follow the report format.

3) Brownie points will be given for creativity and innovation.

Time for Top 20

All the 35 teams were working good, we were able to see your hard work in the past few days. Excuse us for the delay in posting the eliminations late.

The competition only gets tougher from this moment. So brace yourself for the coming days.

The qualified teams are :

1, 3, 12, 19, 20, 23, 25, 26, 27, 29, 32, 33, 34, 35, 36, 38, 43, 47, 48, 51

REMINDER.

You need to do your group tasks simultaneously. The marks do get added to your total. TAKE IT SERIOUSLY!

Volkswagen?

Time to do some research.

hrthrive-blog

BritAm Com

The global economic situation, back in 2000 mirrors the bubble we are in today.

The first ‘dot-com bubble’ began in the early 90s when access to the internet was

expanding. Everyone seemed to believe that the internet was the next big thing

and the investment in internet and technology companies grew rapidly. The

valuation of such companies’ sky rocketed. Stock prices went higher and higher

and it seemed like these companies could do no wrong.

Companies started engaging in large corporate structuring events including

mergers and acquisitions. Mergers are considered one of the riskiest paths to

success. To ensure success, elaborate discussions transpire both pre and postmerger

on how to create a delicate balance in an uncertain environment.

American media and entertainment giant AmCom and their British rival BritCom

decided that the best move for them would be a merger. The strategic rationale

behind the merger was to create one global media and entertainment maven with

a large footprint in both developed and developing economies. Combined, they

were valued at $3.4 billion. This merger was dubbed to revolutionize the media

industry especially since it was timed at the wake of the dot-com boom. AmCom

had investments in Africa while BritCom had investments in Asia. Though the

nature of the two companies was similar, their organizational structures and

cultures were completely different.

The differences in their organizational culture were as follows:

AM COM

1) Centrally managed

2) Followed a top down management style

3) Focus on stock price appreciation

4) Compensation to employees wasprimarily through stock options

5) Ran a very tight budget

BRIT COM

1) Decentralized management which gave

importance to autonomy

2) Followed an improvisational

management style where managers

were free to make decisions impulsively

and this was seen as essential for the

creative growth of the company

3) Focus on growing the company in the

European and Asian markets

4) Employees were adequately

compensated by profit sharing

5) Spent liberally on marketing and

providing

value additions to customers

The deal was given such a high valuation because of very promising prospects.

BritAm Com, the newly merged entity was expected to have a monopoly in the

market. Both were heavily levered firms and as they were unable to reach their

predicted success due to several reasons, BritAm Com defaulted on their loans.

The company was experiencing a serious liquidity crunch.

In the wake of this financial crisis, the H.R department of the merged entity faced

several employee issues. The two sets of employees were unable to get along as

they were used to looking at each other as rivals. There was difficulty in adjusting

to each other’s culture and this resulted in internal conflicts. As a result,

productivity reached an all-time low and the merger was deemed a failure.

Task:

Due to the HR crisis, the newly merged entity BritAm Com has approached your

conglomerate for HR consultancy services. As the HR consultant for BritAm Com,

you are required to design a suitable post-merger integration plan which should

include the following aspects:

1) Your strategies for hiring or firing in accordance with the prevailing

situation and the basis for making these decisions

2) Design the new organizational structure, keeping in mind the different

organisational structures formerly adopted.

3) Define the Organisational culture in BritAm Co

Submission guidelines:

- PowerPoint presentation not exceeding 8 slides (Including opening and

closing slide)

- Report of less than 15 pages. FOLLOW THE REPORT FORMAT.

- Submission deadline: 4:00pm tomorrow.

- Any delay in submission will result in negative marking.

- Email Address: [email protected]

YOU SURVIVED YOUR FIRST OFFICIAL STRESS ROUND!

We hope there are no hard feelings! We’re not actually that mean. The whole purpose of a stress round is to see how well you can handle a complicated situation and if you can maintain composure. We will give you feedback tomorrow and also an insight as to how you can improve your ability to deal with another similar round.

MT. WHITNEY

Northrop Grumman or the erstwhile TRK Inchas successfully made over 5 space observatories that have helped in unearthing several discoveries. Their contributions have been nothing less than exquisite in a field as tender as theirs.

TRW has evolved into a Fortune 500 company, a major defence contractor specializing in missile and space systems and defence electronics. The company continues to this day its original work on maintaining readiness of the nation's ICBMs. TRW had become the first industrial company to build an exploratory spacecraft, Pioneer 1, for NASA. TRW designed and built numerous military and civilian space systems, including Defence Support Program (DSP), Tracking and Data Relay Satellite System, deep space Pioneer 10 and 11 spacecraft, and astrophysical space observatories Compton (g-rays) and Chandra (X-rays). Northrop–Grumman acquired TRW in 2002, which became Northrop–Grumman Space Technology.

Another firm, the Pioneer Dusk Inc is set with its host of 400 Employees as research workers. These include posts from Engineers, to Physicists to programme designers, all working towards making new discoveries in their respective fields.

As the HR Manager for Pioneer Dusk Inc, your task is to draft a plan that includes 30 of your employees to set out to Mount Whitney where a space observatory needs to be established; this includes training them to climb and survive the four thousander Mountain as well as ensure everything goes according to plan.

i) Draft a training programme for the employees. This should include, but is not restricted to:

-Determining which Employees would be suitable for the job and plans to convince them to take it up.

-Arrange for qualified trainers to deliver a foolproof programme and mention compensation.

-Day-to-day schedule listing various activities to train employees.

ii) Make a contingency plan in order to safeguard the actions and health of your Employees during the climb.

Make a PowerPoint presentation with the above points highlighted. Keep in mind that you will be required to pitch the idea to the Board of Directors awaiting your strategies to put the plan in action.

Make a Report of the same of not more than 15 pages and follow the report format.

SUBMISSION GUIDELINES –

1) Submit a hard copy of the report by 2:00pm to any of the event heads.

2) Submit the PPT to [email protected] by 2:00pm.

3) Follow the report format if not points will be cut.

Induction.

Cisco Systems Inc. was founded in the year 1984 by Leonard Bosack and Sandy Lerner. It is headquartered in San Jose, California, US. The CEO Chuck Robbins has decided to form a dream team to assist him with an expansion program for the company. The dream team would consist of 10 top officials from different cultural and business backgrounds. Keeping that in mind, TASK - Make an induction video for the dream team. Video should be 3 minutes. Location - Company headquarters. NOTE - Both the participants in the video will lead to more points. Be as innovative and creative as possible. SUBMISSION GUIDELINES - 1) Submit the video in the form of a YouTube link before 9 pm tonight without fail. 2) Send the link to [email protected] 3) Late submissions will lead to negative marking.

Eliminations

It has been a good journey everyone, we received quite a good response from all of you. Hope everyone took some learning experience from the past few days.

The following are the groups that have qualified for the next phase. (in no particular order)

39, 44, 37, 5, 13(A), 6, 2, 17, 35, 12, 33, 3, 51, 38, 47, 23, 48, 18, 25, 27, 43, 15, 49, 26, 29, 1, 21, 41, 19, 34, 36, 20, 32, 42, 7

Report Format

1) Font - Times New Roman

2) Headings Font Size - 14

3) Text Font Size - 12

4) Justify the text

5) Line Spacing 1.5

6) Page Numbers

7) Page Borders

8) Contents page

9) Cover Page with group name and number

Fortis Healthcare Limited is an established chain of super specialty hospitals. They are introducing two new medical facilities in the city of Bangalore as part of their expansion plans. With the aim of setting up a world class facility, they are looking for highly qualified and experienced staff.

TASK -

1) As the HR manager you are required to determine the organizational structure of this new facility.

2) Come up with compensation and benefit (monetary and non-monetary) structure for the following posts:

1. Cardiologist

2. Neurologist

3. General nurse

4. General physician

5. Hospital accountant

NOTE: Ensure that there is a detailed break up for the above.

SUBMISSION GUIDELINES –

1) Follow the report format

2) Submit a PPT of not more than 8 slides at 2pm

3) Submit a hardcopy of the report (12 page maximum) by 8:45am tomorrow to any one of the event heads. (3rd Block)

What’s done is done. :)

We hope you understand where we were coming from today.

Small reminder:

Tasks have to be submitted on time.

If there are any problems, regarding whatsoever, please feel free to contact any of the event heads.

Good luck for the upcoming tasks.

The wait is over.

Amazon.com - the e-commerce giant which was started in 1994 by Jeff Bezos has been a market leader since many years all across the globe. The company has been growing at a steady rate since its inception. It now has many subsidies which have been a huge success but one of its recent ventures 'twitch. tv' has been facing many problems as the employees are not able to cope up with the work. The performance of the employees has been dropping and the new employees are finding it very hard to adapt to the work. Due to this the attrition rate of the subsidiary has increased. TASK - 1) Come up with a training and development program for the employees of twitch.tv 2) Give strategies to reduce the attrition rate SUBMISSION GUIDELINES - 1) Follow report format 2)Submit hard copy at 4:00pm on 13th November. 3) Ppt for the same on your laptops by 4:00. 4) Document of not more than 5 pages and ppt of not more than 6 slides. See you at 4:00pm tomorrow.

The night is still young.

We hope you’ve enjoyed your holiday and are not too tired because the night is still young. ;)

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