PERSONNEL MANAGEMENT

CASE STUDY-A SYSTEMS

MIGRATION TO NEW SKILLS

Team members :1)Lakshmikanth boyina(203515028)

2)Vipul mehta(203515027)

CONTEXT OF THE CASE

1)Bob williamson is the manager for Mens furnishing

group for the northridge mall of the dukes & Noble
department.
2)Bob has charge over 20 sales representatives spread
across 4 units.
3)Pat dekkar is one of Bobs unit supervisor.
4)Pat is about 15 years older than bob and has about that
much experience in retail sales than bob.
5)Pat began his career in a floor sales position & after
years of hard work promoted to supervise one of the units.

SUMMARY OF THE CASE

1)Dukes & noble began a system migration, replaced

existing system with state of the art integrated system
2)All the employees were brought in for a four day training
program,bob & pat were the first to get their hands on
training material & program.
3)After one month of trail run ,employees became
comfortable with new system before the conversion date
4)Pat on the other hand constantly proved his inefficiency
in coping up with the new system & caused delay in some
transactions.
5)Bob sensed that pat is deliberately hiding his discomfort
with new system from him.

IS THERE A TRAINING PROBLEM?

There is no training problem as other employees are quite

satisfied & found the program helpful to become handy
with the system. There is clearly a performance problem on
pats part.
It would be more precise to label the problem as more of a
learning than a training problem
Apart from his discomfort pat is seemingly not wishing to
share his problem with anyone

BOBS ASSISTANCE IN PATS

PROBLEM

First Bob has to make it possible to discuss pats problem

with him, at the same time bob should try to reduce the
threat-producing anxiety such a confrontation might
provoke.
By indicating that others too struggled to learn &
acknowledging the fact that people will have different ways
& speeds to learn will pacify pats qualms about his own
abilities and make him work towards his problem.
Bob need to work out a plan with pat to help him learn the
system.
Various solutions like keeping notes, getting familiar with
training manual, working on a demonstration & practice
cycle can be effective.
An alterrnative would be for bob to conduct training &
coaching assistance for pat exclusively.

BOBS EXPECTATION ON PATS

PERFORMANCE IN LEARNING PROCESS

By past experience , we can safely infer that pat is not very

effective at managing his learning process.
Bob should regularly help him do the following
1) Identify areas of skill discomfort(analyzing skills
deficiencies.
2) Establish learning goals(to remove the deficiency)

3) Locate instructional information.

4) practice the skills.
o Bob should make it clear that he does expect pat to take
responsibility for his learning process.

THANK YOU !