Return to Previous Page

Capable Employees - Our Biggest Strength

CASE STUDY, ORGANIZATIONAL BEHAVIOR
XLRI Case Development Centre, 22 Pages
AUTHOR(S) : Ritika Chadha, Student, and M Srimannarayana, Professor - XLRI Xavier School of Management, Jamshedpur

Case Preview

Capable Employees – Our Biggest Strength

 

Organizations invest in land, capital, raw materials, technology and many other resources to achieve their desired targets, according to the vision of the organization. Most organizations may have similar access to these resources. The difference lies in how these resources are used by the organization, how these resources are harnessed to convert them into tangible outputs, often managed by the capable employees of the organization. Hence, the driving force behind all of these processes is the capability of its employees, and how well these resources are used for value creation.

Creatica, a leading American Food and Beverages MNC has always taken huge pride in the potential of its workforce. It has reached a major milestone where its global employee strength has crossed 300,000. It believes that it is the efforts and capabilities of its workforce that have resulted in breakthrough innovations for the company and helped it occupy a leading position in the industry.

Hence, Creatica has always invested heavily in building the functional capability of its employees. It has collaborated with leading universities and training centres to train employees in all its functions and motivate them to continually build their skills and knowledge. With the expansion of its businesses into different countries and rising employee strengths, Creatica has envisioned to standardize its training and developing processes to build uniformity and ease of implementation.

It is looking forward to build a proper structure around all its training and development processes, which will give more clarity to employees and implementers alike. Also, Creatica is keen on building a structure to measure the effectiveness of its training programs. The onus to come up with a standardized framework was put on the shoulders of the HR Leadership Team having the most experienced and knowledgeable leaders in the domain of HR at Creatica.......................

Teaching Note Preview

Capable Employees – Our Biggest Strength

 

Synopsis

This case study enables a discussion on the training and development practices of a leading multinational FMCG organization – Creatica that has grown over  time owing to the dynamic skillset of its employees. Over time, Creatica has recognized the need to build the capability of all its employees to sustain competitive advantage in the market and worked hard to do the same. Over years, it has tried to build the best practices in training needs analysis, designing training interventions and helping the employees in every way possible. With the changing scenario and strategy of the organization, building functionally capable people has become even more important for Creatica. In accord with its long-term strategy, the company has decided to standardize its framework and practices for building capability across all its functions, departments and units. The global as well as local HR Leadership teams have worked day and night to design the Functional capability toolkits for HRBPs and line Managers. They have on one side tried to standardize the processes to take advantage of the best practices and maintain uniformity. On the other hand, they have made sure that the IDP can be customized to suit the requirement of each employee as well. Maintaining a balance between the two has been an essential component of the toolkit. Now, since the designing phase of the toolkit is over, the organization plans to roll out the toolkit and position it within the organization. The HR Leadership team was trying to choose the best way to implement the toolkit effectively among all its employees. This case study enables a discussion about the standardized practice, structures, frameworks and tools proposed by the HR Leadership team for building capable employees.

Expected Learning Outcomes

  • • Appreciate the difference between the theoretical frameworks used for training and development and how they are implemented in practice
  • • Analyze how organizations evaluate learning outcomes
  •  • Appreciate the advantages of a standardized and systematic approach to build functional capability in an organization
  • • Identify the different components of training needs analysis, designing a training program and evaluating learning effectiveness

 

Case Positioning and Setting

The target groups for this case study are Postgraduate students who have undertaken the course of Training and Development, Organization Behavior or Career Management.

Assignment Questions

  • I. How would you apply the theoretical frameworks of training and development in an organization?
  • II. What challenges do you think Creatica will possibly face in implementation of its functional capability toolkit?
  • III. How can Creatica implement its functional capability toolkit effectively?
  • IV. ...........................

 

$4.57
Rs 0
Product code: OB-1-0043, OB-1-0043A

Abstract

This case study enables a discussion on the training and development practices of a leading multinational FMCG organization – Creatica – that has grown over time owing to the dynamic skillset of its employees. Over time, Creatica has recognized the need to build the capability of all its employees to sustain competitive advantage in the market and worked hard to do the same. Over years, it has tried to build the best practices in training needs analysis, designing training interventions and helping the employees in every way possible. With the changing scenario and strategy of the organization, building functionally capable people has become even more important for Creatica. In accord with its long-term strategy, the company has decided to standardize its framework and practices for building capability across all its functions,  departments and units. The global as well as local HR Leadership teams have worked day and night to design the functional capability toolkits for HRBPs and Line Managers. They have on one side tried to standardize the processes to take advantage of the best practices and maintain uniformity. On the other hand, they have made sure that the IDP can be customized to suit the requirement of each employee as well. Maintaining a balance between the two has been an essential component of the toolkit. Now, since the designing phase of the toolkit is over, the organization plans to roll out the toolkit and position it within the organization. The HR Leadership team was trying to choose the best way to implement the toolkit effectively among all its employees. This case study enables a discussion about the standardized practice, structures, frameworks and tools proposed by the HR Leadership team for building capable employees.



Pedagogical Objectives

  • To appreciate the difference between the theoretical frameworks used for training and development and how they are implemented in practice
  • To analyze how organizations evaluate learning outcomes
  • To appreciate the advantages of a standardized and systematic approach to build functional capability in an organization
  • To identify the different components of training needs analysis, designing a training program and evaluating learning effectiveness

Case Positioning and Setting
The target groups for this case study are Postgraduate students who have undertaken the course of Training and Development, Organization Behavior or Career Management.



This Case Pack Includes:
- Abstract
- Case Study
- Teaching Note (**ONLY for Academicians)
$4.57
Rs 0

Related products




Request for an Inspection Copy

(Strictly for Review Purpose, Not to be Used for Classroom Discussion/Trainings)