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    Case Study PM

    Uploaded by

    Yateendra Tummalapalli
    1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training. 2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob. 3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.

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    Case Study PM

    Uploaded by

    Yateendra Tummalapalli
    2K views7 pages
    1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training. 2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob. 3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.

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    Case Study Pm

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    1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training. 2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob. 3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    2K views7 pages

    Case Study PM

    Uploaded by

    Yateendra Tummalapalli
    1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training. 2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob. 3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 7
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    The key takeaways are about a system migration at Dukes & Noble department store and the challenges one supervisor, Pat, is facing in adapting to the new system.

    The context of the case is about Bob Williamson, the manager of Men's Furnishings at Dukes & Noble. It provides details about the employees he manages, including Pat Dekkar, one of the unit supervisors.

    Bob is sensing that Pat is deliberately hiding his discomfort with the new system and is having problems coping and adapting to the new system, as evidenced by delays in transactions.

    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 !

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