Casestudy Hr

Abstract:

The case explains the training and training initiatives of the Godrej group since the new-fashioned 1990s. In the late 1990s, the Godrej group initiated various training and developing programs such as the TQM workshops, Parivartan, EVA training, GALLOP, Spark, e-Gyan, English language training, and BPO training.

The case explains separately of these programs in detail and the benefits that the group reaped from all these initiatives. The case ends with the shortcomings in Godrejs training and development initiatives.

Issues:

» attend the training and development initiatives in a large organization

» Understand how an organization responds to change and manages change

» Understand the role of the HR department in managing change in an organization

» Understand how the top management in an organization facilitates the growth of change

» Understand what constitutes a learning organization.

» Understand the limitations of training and development initiatives in driving change

Contents:

  Page No.




Introduction
Background Note
tally Quality Management (TQM) Workshops 4
Parivartan
economic Value Added (EVA) Training 4
GALLOP
Spark
E-Gyan
Criticisms

make Words:

Godrej Industries Ltd, Adi Godrej, Personalitree Academy Ltd., Training and Development, Godrej Soaps Ltd. (GSL), Proctor and Gamble (P&G), add Quality Management (TQM), Godrej Group, Young Entrepreneurs Board (YEB), E-gyan, Godrej Foods Ltd, P&G-Godrej Ltd, Godrej Consumer Products Ltd., Parivartan and Economic Value Added (EVA)

Introduction

In January 2002, Godrej Industries Ltd. (GIL) bought a 26% stake in Personalitree Academy Ltd. Personalitree provided interactive soft skills training programmes online to corporates. Personalitrees training modules guide since been a part of Godrejs training and development initiatives.

It all started in 1996 with the break-up of the joint venture between Godrej Soaps Ltd (GSL) and Proctor and Gamble...If you want to croak a full essay, order it on our website: Orderessay



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